Human8
Overview
Description
Are you passionate about shaping the future of work and empowering leaders to unlock their teams’ full potential? We’re looking for a dynamic P&C Partner to join our leadership team and make a real difference across multiple Business Units and US region. Reporting directly to our Chief People Officer, you’ll be a trusted advisor, strategic thinker, and catalyst for change.
Department:
People & Culture
Employment Type:
Permanent - Full Time
Location:
Detroit
Reporting To:
Els De Paepe
Responsibilities
Act as a strategic advisor on people and organizational matters for assigned business units (BU) and regions, balancing operational needs, compliance, and strategy.
Serve as the key link between BU leaders and global P&C, translating business goals into actionable HR strategies.
Analyze data to identify trends and improve performance, retention, and employee experience. Provide insights on organizational design, workforce planning, and talent management.
Develop and implement strategies to build a high-performance culture.
Collaborate with leaders on talent needs, skills assessment, succession planning, and leadership growth. Support talent acquisition and maintain strong talent pipelines.
Drive performance management, coaching, career development, and address learning needs.
Identify and lead organizational improvements and change initiatives.
Facilitate communication and manage resistance to change.
Partner with leaders on workforce planning to align with business goals and future talent needs.
Coach leadership teams, address skills gaps, and lead global HR initiatives for cross-regional alignment.
Promote high levels of employee engagement and drive an inclusive, diverse workplace culture.
Champion organizational values and support leaders in translating values into action.
Collaborate with the Global Reward & HR Data Manager to deliver competitive reward strategies in compliance with local regulations.
Provide guidance on salary reviews, promotions, and merit increases.
Oversee and support the regional HR Manager in implementing region-specific policies, resolving complex employee relations matters, and ensuring adherence to local employment laws and standards.
Monitor regional HR performance metrics to ensure consistency, identify operational risks, and recommend improvements to align with organizational standards.
Qualifications
Strategic Alignment: Ability to connect regional and global business goals with effective P&C strategies that enhance productivity and development.
Compliance Expertise: In-depth knowledge of regional labor laws and global HR frameworks to ensure legal compliance and risk mitigation.
Global Project Leadership: Proven experience leading and delivering global HR initiatives aligned with organizational objectives.
Relationship Building: Strong collaborator who builds trust and influences leaders and employees at all levels.
Communication: Excellent verbal and written skills to effectively engage and influence diverse stakeholders.
Employee Relations: Skilled in resolving conflicts and fostering a positive, productive work environment.
Change Leadership: Experienced in driving organizational change and securing stakeholder buy-in.
Diversity & Inclusion: Committed to promoting equity and inclusive workplace cultures.
Consultation & Coaching: Proficient in active listening and providing thoughtful guidance to leaders on complex HR matters.
Execution & Results Orientation: Action-driven with a focus on delivering timely, high-quality outcomes.
Adaptability: Flexible and resilient, staying current with industry trends and evolving business needs.
Facilitation: Effective in leading workshops and team-building to enhance collaboration and communication.
Ethics & Confidentiality: Maintains the highest standards of integrity and confidentiality in all HR practices.
Master’s degree in human resources, Business Administration, or related field preferred.
SHRM-CP or SHRM-SCP certification preferred.
Minimum of 8 years of progressive HR experience, with at least 5 years in a HR business partnering or similar role.
Note: This description summarizes the key responsibilities and qualifications and may be supplemented with other duties that are reasonably within the scope of the role.
#J-18808-Ljbffr
Are you passionate about shaping the future of work and empowering leaders to unlock their teams’ full potential? We’re looking for a dynamic P&C Partner to join our leadership team and make a real difference across multiple Business Units and US region. Reporting directly to our Chief People Officer, you’ll be a trusted advisor, strategic thinker, and catalyst for change.
Department:
People & Culture
Employment Type:
Permanent - Full Time
Location:
Detroit
Reporting To:
Els De Paepe
Responsibilities
Act as a strategic advisor on people and organizational matters for assigned business units (BU) and regions, balancing operational needs, compliance, and strategy.
Serve as the key link between BU leaders and global P&C, translating business goals into actionable HR strategies.
Analyze data to identify trends and improve performance, retention, and employee experience. Provide insights on organizational design, workforce planning, and talent management.
Develop and implement strategies to build a high-performance culture.
Collaborate with leaders on talent needs, skills assessment, succession planning, and leadership growth. Support talent acquisition and maintain strong talent pipelines.
Drive performance management, coaching, career development, and address learning needs.
Identify and lead organizational improvements and change initiatives.
Facilitate communication and manage resistance to change.
Partner with leaders on workforce planning to align with business goals and future talent needs.
Coach leadership teams, address skills gaps, and lead global HR initiatives for cross-regional alignment.
Promote high levels of employee engagement and drive an inclusive, diverse workplace culture.
Champion organizational values and support leaders in translating values into action.
Collaborate with the Global Reward & HR Data Manager to deliver competitive reward strategies in compliance with local regulations.
Provide guidance on salary reviews, promotions, and merit increases.
Oversee and support the regional HR Manager in implementing region-specific policies, resolving complex employee relations matters, and ensuring adherence to local employment laws and standards.
Monitor regional HR performance metrics to ensure consistency, identify operational risks, and recommend improvements to align with organizational standards.
Qualifications
Strategic Alignment: Ability to connect regional and global business goals with effective P&C strategies that enhance productivity and development.
Compliance Expertise: In-depth knowledge of regional labor laws and global HR frameworks to ensure legal compliance and risk mitigation.
Global Project Leadership: Proven experience leading and delivering global HR initiatives aligned with organizational objectives.
Relationship Building: Strong collaborator who builds trust and influences leaders and employees at all levels.
Communication: Excellent verbal and written skills to effectively engage and influence diverse stakeholders.
Employee Relations: Skilled in resolving conflicts and fostering a positive, productive work environment.
Change Leadership: Experienced in driving organizational change and securing stakeholder buy-in.
Diversity & Inclusion: Committed to promoting equity and inclusive workplace cultures.
Consultation & Coaching: Proficient in active listening and providing thoughtful guidance to leaders on complex HR matters.
Execution & Results Orientation: Action-driven with a focus on delivering timely, high-quality outcomes.
Adaptability: Flexible and resilient, staying current with industry trends and evolving business needs.
Facilitation: Effective in leading workshops and team-building to enhance collaboration and communication.
Ethics & Confidentiality: Maintains the highest standards of integrity and confidentiality in all HR practices.
Master’s degree in human resources, Business Administration, or related field preferred.
SHRM-CP or SHRM-SCP certification preferred.
Minimum of 8 years of progressive HR experience, with at least 5 years in a HR business partnering or similar role.
Note: This description summarizes the key responsibilities and qualifications and may be supplemented with other duties that are reasonably within the scope of the role.
#J-18808-Ljbffr