Senior HR Business Partner 33 views

Senior HR Business Partner
About Palladium:
Palladium is a global company working to design, develop and deliver positive impact on the lives and livelihoods of people around the globe; broaden access to health, water, power, and infrastructure; build enduring, sustainable, and transformative institutions and market systems to address global challenges; and conserve the natural world. We operate in over 90 countries and have a workforce of 3,000 talented, motivated, and diverse staff of all religions, races, languages, and gender identities.
This Opportunity:
The Senior HR Business Partner (“Sr. HRBP”) serves as a trusted advisor and strategic partner to senior leaders within across Portfolios and major business unit. This position is responsible for developing and maintaining effective business partnerships and serve as a consultant in strategic and tactical approaches for all HR areas. A successful candidate will have experience translating business priorities into actionable talent strategies, leading change management within a business, and influencing and coaching senior leaders.
The Sr. HRBP is on the front lines every day making a positive impact across the organization so that Palladium can continue to transform how people and projects tell their stories. The Sr. HRBP, in partnership with the HRBPs and the HR Director, will drive the development, adoption and execution of talent strategies and engage in organizational effectiveness efforts by consulting on workforce strategy, development of leadership capability, performance and talent management, employee engagement, and inclusion and diversity.
The successful candidate will be able to influence effectively across all levels, demonstrate deep business acumen and show strong capability of navigating through ambiguity, recognizing when it’s appropriate to introduce more structure and process without derailing the current output.
You and Your Career:
If you are a problem-solver, collaborator, and doer, and you have expertise in employee relations, organizational design and change management, we are interested in hearing from you. We are a learning organization and provide growth opportunities from the start. We pride ourselves on giving you the freedom, resources, and guidance to chart a fulfilling career!
Reporting and Supervision:
The Sr. HRBP reports to the HR Director. They will work in coordination with HRBPs, senior leaders across Portfolios and business support departments.
Primary Duties and Responsibilities:
Guide and direct HR organizational design, development and change management solutions implementation
Develop and uses analytics and trend analysis to help shape and influence HR strategies to support business objectives
Work with the HR team to lead and drive the talent and performance review process for assigned Portfolios and business units
Work with stakeholders to manage resourcing and workforce management needs
Advise, coach, and partner, with diversity in mind, with leaders as they think through their management capabilities and talent gaps within their respective portfolios
Lead data driven decision making through data analysis, understand trends, and develop proactive solutions to further support business objectives
Drive employee engagement and retention plans for the businesses, including the assessment, analysis and facilitation of plans to address turnover and workforce issues
Work with the HR team to ensure total compensation and bonus practices are competitive, aligned with Palladium’s compensation philosophy and consistent with market norms to maximize impact and attract / retain best talent
Subject Matter Expert for Palladium on Employee Relations Issues and Compliance
Engage in the most sensitive workplace and employee relations issues and identify and resolve employee and manager situations that often involve multiple sensitive and/or legal issues
Influence leadership to ensure policies, procedures, and employment laws and regulations are being applied fairly, equitably, and consistently
Key Competencies Required:
Demonstrated competence in the various HR functional areas, especially employee relations, change management, coaching, counseling, and advising at all levels in the organization
Knowledge of organizational development, business and management principles involved in strategic planning, resource allocation, leadership technique, and coordination of people
Experience operating as a key business adviser with strong consultative and analytical skills
Demonstrated success translating business priorities into actionable talent strategies and initiatives and achieving targeted outcomes
Ability to guide, direct, and lead implementation of organizational design and developmental initiatives
Proven ability to influence and coach senior leaders to achieve business and talent outcomes related to labor costs, employee retention, engagement and incentivizing the right performance/behaviors
Experience leading, guiding, and mentoring junior staff on HR, Business and Management skills development and promoting best practices
Experience with using data insights and analytics to comprehend trends and develop solutions that lead to measurable impact on an organization
Experience with leading confidently through change and contributing to strategic decisions in the HR field
Experience leveraging competitive compensation policies and practices, along with market data, internal equity and other factors to ensure competitive pay
Outstanding verbal and written communication skills with ability to be influential and persuasive
Expected Behaviors:
Demonstrates fortitude and subject matter expertise to share hard observations and push managers “to do the right thing”
Carries out all responsibilities with unquestioned high levels of integrity and ethics
Proactively demonstrates courage in developing trusted advisor relationships
Demonstrates thought leadership in one or more HR disciplines and influences customer thinking as a trusted advisor
Fosters a depth and breadth of positive relationships across HR and the businesses supported, balancing the needs of the portfolio with those of Palladium as a whole
Models behaviors expected from others and conveys Palladium’s culture and values daily –adaptability, collaboration, grace and respect
Promotes a culture of diversity and inclusion, as well as development and learning
Inspires trust and encourages collaboration and appropriate risk-taking
Engages with other HR leaders to strengthen the impact to the customer through shared resources, subject matter expertise and partnerships
Remains flexible and agile in an ever-changing environment along with a willingness to always be learning
Diversity, Equity & Inclusion – We welcome applications from all sections of society and actively encourage diversity to drive innovation, creativity, success and good practice. We positively welcome and seek to ensure we achieve diversity in our workforce; and that all job applicants and employees receive equal and fair treatment regardless of their background or personal characteristics. These include: (but are not limited to) socio-economic background, age, race, gender identity, religion, ethnicity, sexual orientation, disability, nationality, veteran, marital or Indigenous status.
Should you require any adjustments or accommodations to be made due to a disability or you are a neurodivergent individual or any other circumstance, please email our team at accessibility@thepalladiumgroup.com.

Safeguarding – We define Safeguarding as “the preventative action taken by Palladium to protect our people, clients and the communities we work with from harm”. We are committed to ensuring that all children and adults who come into contact with Palladium are treated with respect and are free from abuse. All successful candidates will be subject to an enhanced selection process including safeguarding-focused interviews and a rigorous due diligence process.
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