at Medline Industries, Inc. in Northfield, Illinois, United States
Job Description
Job Summary
Job Description
JOB SUMMARY
The HRBP partners directly with business leadership to develop and drive strategic HR initiatives in support of organizational goals and objectives (short- and long-term) and to improve the overall effectiveness of the business and the HR function. This individual leads HR activities such as strategic staffing, employee relations consulting, talent management initiatives, organizational development initiatives, compensation planning and administration, change management, conflict management, equal opportunity/affirmative action, diversity and inclusion initiatives, leader consulting, HR communications. In addition, the HR Business Partner assesses and anticipates HR related needs to ensure compliance and to mitigate risk and liability while helping to drive employee engagement and retention by focusing on employee relations, learning and development, performance management, and employment law compliance.
MAJOR RESPONSIBILITIES
CONSULTING
Serve as primary point of contact to business leadership for all HR-related needs and initiatives.
Provide strategic HR consulting and coaching with the goal to influence business leadership action.
Maintain an effective level of business literacy about the business unit's financial position, strategic plans, culture and competition.
Helps drive productivity and performance, using HR systems and analytics to understand business issues, trends and recommended course correction. Includes disposition of key metrics, projected outlook, employee relations issues, reasons for labor turnover, etc.
STRATEGY
Collaborate with business leadership on organizational strategy, talent acquisition, learning and development, performance management, compensation, benefits, and employee and labor relations.
Translate organizational needs into plans of action to achieve organizational goals and strategies.
Ensure human resource policy and procedure throughout the organization fit the needs, goals, and aims of the organization and its top leadership.
TALENT MANAGEMENT
Develop and execute strategic talent management initiatives addressing Workforce Planning, Talent Acquisition, Retention, Performance Management, Employee Engagement, Training & Development, and Succession Planning - to ensure alignment with overall business goals.
Help to deepen cross cultural competence in Leaders and their groups through support of training efforts and diversity councils, as well as through the consideration of cross cultural impact to business decisions.
Provide guidance and input on business unit restructures, workforce planning and succession planning. Establish strategies to develop leadership and management bench-strength and succession readiness.
Identify and facilitate the delivery of individual executive coaching needs.
CHANGE MANAGEMENT
Enable business change through education and influence of business leadership while considering impacts on business goals and objectives.
Provide thought leadership related to strategic delivery of HR initiatives; reinforce value of HR initiatives.
Manage HR program implementation to minimize disruption; partner with leaders to communicate and execute.
FACILITATE
Partner with Centers of Expertise (Employee Relations, Compensation, Benefits, HR Technology, Talent Acquisition and Talent Management and Development) to ensure cohesive delivery of HR programs and services.
Foster partnerships across the...
Equal Opportunity Employer - minorities/females/veterans/individuals with disabilities/sexual orientation/gender identity
