Human Resources Business Partner

at Starkey Laboratories, Inc. in Eden Prairie, Minnesota, United States

Job Description

Description

Do you enjoy helping managers build skills and engage their teams? We are growing our team! Starkey is seeking a dynamic Human Resources Business Partner to support our Retail Operations Group. This position with report the Retail HR Director here in Eden Prairie.
At Starkey, we are in the business of connecting people and changing lives. As a world leader in the manufacturing and delivering of advanced hearing solutions, we go to work each day to ensure every person on the planet has the opportunity to hear their very best. Founded in 1967, Starkey is known for its innovative design, development and distribution of comprehensive digital hearing systems.
Headquartered in Eden Prairie, Minnesota, Starkey has more than 5,000 employees globally, operates 29+ facilities and does business in more than 100 markets worldwide.Here's a video about the people behind Starkey's groundbreaking innovation:
https://www.youtube.com/watch?v=GjhRQ7qzlI0
The HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource- related issues. The successful HRBP acts as an employee champion and change agent in support of key business strategies. This position will support our manufacturing and operations front-line management team and their employees.
JOB RESPONSIBILITIES/RESULTS
Support strategic decision-making
Facilitate business planning meetings
Offer insights about human resource implications of strategic decisions
Add value during discussions of strategic options and models
Share information about strategic practices of other organizations
Help ensure alignment of structure, governance, and policies with organizational strategy
Enable effective change
Help leaders/managers determine if/how to introduce change
Identify and resolve obstacles
Support employees during change
Prepare first-line supervisors to "re-energize" their teams after significant change
Help develop change and communication plans
Support post change actions to ensure all transitions are complete
Design and structure organizations, and jobs to optimize effectiveness
Support leaders and teams tasked with re-design
Explain pros/cons of various options (e.g., matrix, regional)
Partner with business to map work-flow and processes
Establish design principles to guide re-structuring
Build communication and execution plans
Establish measures to inform and guide business and HR decisions
Support the development of "balanced scorecards" and other metrics for teams and business units
Evaluate the effectiveness and ROI of various HR programs and practices
Support benchmarking efforts
Develop measures of HR effectiveness to guide HR decision making
Evaluate progress and guide adjustments during organizational change
Provide expertise on organizational pay philosophy and supporting processes
Partner with the Total Rewards function for expertise on plan design, market data, and analysis.
Introduce, support and use effective performance management processes, practices, tools, and metrics
Diagnose and help managers diagnose performance problems
Ensure clear performance expectations throughout the organization
Develop and introduce performance management processes, practices, tools, and metrics
Ensure clear "lines of sight" from individual to unit to organizational goals
Coach managers on how to deal with poor performers
Provide guidance on employee relations issues; apply employment law expertise and consult.
Foster optimal team effectiveness
Diagnose obstacles to team effectiveness
Accelerate team learning and development
Assimilate new leaders quickly
Facilitate cross-team coordination
Teach teams how to "de-brief" and self-correct
Support Employee Retention/Motivation - keeping and energizing talent
Help identify "high priority" retention needs
Recommend and implement best practices and policies to retain talent
Introduce practices and coach managers how to motivate and reward effectively
Diagnose obstacles to motivation and retention
Provide insights into the use of reward systems to motivate "winning" behaviors
Foster learning and building capabilities [Partnership with OD and/or training function; may act as a facilitator between client group and specialist function]
Develop/identify training, mentoring, coaching and other options to address key developmental needs
Identify individual, unit, and organizational training and learning needs
Introduce/facilitate effective talent management/succession planning processes
Identify competency requirements for new jobs
Accelerate integration of new employees and foster continuous learning
Support HR processes
Responsible for the execution of internal HR processes with... For full info follow application link.

Starkey Hearing Technologies is an Equal Opportunity Employer Minority/Female/Vet/Disabled.