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Human Resources (HR) Business Partner Resume Template

Download in google doc, word or pdf for free. designed to pass resume screening software in 2022., human resources (hr) business partner resume sample.

As a Human Resources (HR) Business Partner, you'll play a crucial role in aligning HR strategies with business needs. The industry has been rapidly evolving, with a growing focus on employee engagement, organizational culture, and data-driven decision-making. When writing your resume, it's important to showcase your expertise in these areas, as well as your ability to adapt to changing business environments and effectively communicate with diverse groups of stakeholders. To stand out as an HR Business Partner, your resume should not only highlight your core HR competencies but also demonstrate your business acumen and strategic thinking skills. Show your prospective employer that you understand their industry and company-specific challenges by tailoring your resume to the unique needs of their organization.

HR Business Partner resume focusing on analytics and strategic partnerships

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Recruiter Insight: Why this resume works in 2022

Tips to help you write your human resources (hr) business partner resume in 2024, highlight your hr analytics skills.

HR Business Partners increasingly rely on data to drive informed decision-making on workforce planning, talent management, and employee engagement. Ensure your resume demonstrates your ability to analyze data, identify trends, and develop data-driven recommendations to meet business objectives.

Highlight your HR analytics skills - Human Resources (HR) Business Partner Resume

Showcase strategic partnerships

As an HR Business Partner, the ability to collaborate with key stakeholders, including senior management, is essential. Highlight instances where you've successfully partnered with various departments to align HR initiatives with overall business strategies and positively impact organizational outcomes.

A human resources business partner functions as a consultant to a company’s senior management. These professionals provide insights and develop human resources strategies to benefit employees as well as the company itself. If you’re pursuing one of these roles, choose a resume like this one to show that you have previous experience in the field, strong analytical skills, and strategic decision-making abilities.

Human resources business partner resume with strong action verbs and job-related metrics

Bullet points feature strong action verbs which stress HR skills

In this resume template, the bullet points begin with strong action verbs that highlight the candidate’s consultative and managerial skills. Using verbs such as “conducted”, “led”, “established” and “educated” helps show your proactivity and frame your achievements in a favorable light.

Uses specific HR-related metrics

Most of the accomplishments mentioned in this resume’s bullet points also include specific metrics (e.g. “saved the company nearly $200,000” or “cut training hours by 5 hours per session”). It’s essential to use specific examples like these to show how your actions and decisions achieved tangible results.

Human Resources Business Partner Resume Sample

Hr project manager resume sample, hr manager resume sample.

Human Resources (HR) Business Partner Resume Tips

We spoke with hiring managers and recruiters from top companies like Google, Amazon, and Deloitte to gather their best tips for creating a strong Human Resources (HR) Business Partner resume. They shared insights on what they look for when reviewing resumes for this role and how candidates can stand out in a competitive job market. Here are six key tips to help you craft a compelling resume that showcases your skills and experience as an HR Business Partner.

Highlight your experience partnering with business leaders

Emphasize your experience collaborating with business leaders to develop and implement HR strategies that support organizational goals. Use specific examples to demonstrate your impact, such as:

Partnered with sales leadership to design a new compensation plan, resulting in a 15% increase in sales team retention
Collaborated with engineering managers to create a technical training program, improving employee skills and reducing time-to-proficiency by 20%

Avoid generic statements that don't provide context or quantify your achievements, like:

Worked with business leaders on various HR initiatives
Supported different departments with their HR needs

Showcase your ability to drive organizational change

Highlight instances where you successfully led or contributed to organizational change initiatives. Provide concrete examples of how you managed change, such as:

Spearheaded a company-wide diversity and inclusion program, increasing underrepresented group representation by 25% in two years
Implemented a new performance management system, resulting in a 30% improvement in employee engagement scores

Steer clear of vague statements that don't illustrate your role or the outcome of the change initiative, such as:

Participated in various change management projects
Helped with organizational changes as needed

Demonstrate your data-driven decision making

Showcase your ability to use data and analytics to inform HR strategies and decisions. Include examples of how you leveraged data to drive results, such as:

Analyzed employee turnover data to identify key drivers, implementing targeted retention strategies that reduced attrition by 18%
Conducted a comprehensive compensation benchmarking study, resulting in a market-competitive pay structure and a 12% increase in offer acceptance rates

Avoid mentioning data without providing context or demonstrating the impact of your data-driven approach, like:

Used data to make HR decisions
Familiar with HR analytics tools and techniques

Highlight your experience with HR technology and systems

Emphasize your proficiency with HR technology and systems, as well as your ability to leverage these tools to streamline processes and improve efficiency. Provide examples such as:

Implemented a new applicant tracking system (ATS), reducing time-to-fill by 25% and improving candidate experience scores by 30%
Led the transition to a cloud-based HRIS, resulting in a 40% reduction in manual data entry and a 20% increase in HR team productivity

Avoid simply listing HR technologies without demonstrating your expertise or the impact of your work, like:

Proficient in various HR systems
Experience with HRIS, ATS, and other HR tools

Tailor your resume to the specific company and role

Customize your resume to align with the requirements and priorities of the specific HR Business Partner role and company you are applying to. Research the organization and highlight relevant experience, such as:

For a company known for its strong culture: "Developed and implemented a company-wide employee recognition program, resulting in a 25% increase in employee satisfaction scores and a 15% reduction in turnover"
For a rapidly growing startup: "Scaled HR processes and programs to support a 150% increase in headcount over two years, ensuring a seamless employee experience during rapid growth"

Avoid using a generic, one-size-fits-all resume that fails to address the unique needs and challenges of the company, such as:

A resume that focuses heavily on HR compliance experience for a company that prioritizes innovation and agility
A resume that highlights experience with established HR programs for a startup that values building processes from scratch

Use a clear and concise resume summary

Start your resume with a strong summary statement that encapsulates your key strengths, experience, and career goals as an HR Business Partner. For example:

"Strategic and data-driven HR Business Partner with 8+ years of experience partnering with business leaders to drive organizational performance. Proven track record of developing and implementing HR initiatives that have resulted in measurable improvements in employee engagement, retention, and business outcomes."

Avoid using a vague or generic summary that fails to differentiate you as a candidate, such as:

"Experienced HR professional seeking an HR Business Partner role. Skilled in various HR functions and passionate about supporting business objectives."

By crafting a clear and compelling summary, you can quickly capture the attention of hiring managers and set the stage for a strong resume that showcases your value as an HR Business Partner.

Skills For Human Resources (HR) Business Partner Resumes

Here are examples of popular skills from Human Resources (HR) Business Partner job descriptions that you can include on your resume.

Soap Making
ADP Payroll
Account Reconciliation
Bookkeeping
Financial Reporting
Financial Accounting
Financial Statements
Bank Reconciliation
General Ledger

Skills Word Cloud For Human Resources (HR) Business Partner Resumes

This word cloud highlights the important keywords that appear on Human Resources (HR) Business Partner job descriptions and resumes. The bigger the word, the more frequently it appears on job postings, and the more likely you should include it in your resume.

Top Human Resources (HR) Business Partner Skills and Keywords to Include On Your Resume

How to use these skills?

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Human Resources (HR) Resume Guide & Examples for 2022

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• Implemented HR initiatives resulting in meeting annual goals and aligning policies and procedures to company objectives and goals.
• Developed relationships with managers and staff and served as an advisor across a multitude of HR topics resulting in increased employee engagement.
• Assisted with delivery of talent updates at Quarterly Financial Reviews and Annual Talent Reviews resulting in enhanced talent retention and recognition.
• Supported managers in making promotions and pay decisions for employees ensuring internal equity resulting in higher employee satisfaction.
• Managed the annual bonus and merit increase process ensuring internally equitable and externally competitive pay levels for staff.
• Responded to employee complaints and concerns; conducted internal investigations as needed, while ensuring compliance with applicable Company policy and federal, state, and local statutes.
• Assisted with recruitment efforts and onboarding processes resulting in increased new hire retention and satisfaction.
• Assisted in the development of employee training programs and onboarding processes resulting in increased employee performance and productivity.
• Managed HR records and ensured compliance with legal requirements.

5 HR Business Partner Resume Examples & Guide for 2024

Customize this resume with ease using our seamless online resume builder.

All resume examples in this guide

Traditional

Resume Guide

Writing a job-winning experience section: hr business partner resume edition, an impressive skills section for your hr business partner resume, hr business partner resume header: tips, red flags, and best practices, the hr business partner resume summary: tips and tricks, hr business partner resume: a strong education section, hr business partner resume: how to choose the right format, your hr business partner resume: other sections to include, making your hr business partner resume shine, what makes a great hr business partner resume: key takeaways.

INDUSTRY STATS

According to the U.S. Bureau of Labor Statistics, HR Business Partner positions are at a 10% growth rate, which is as fast as average. With that said, there are currently 674,800 jobs in the market right now. The total number of jobs is expected to increase by 70,200 to 745,000 in the period of 2020-30.

What’s more, the median annual wage for the HR Business Partner jobs was $63,490 in May 2020. The lowest 10% earned less than $37,710 , and the highest 10% more than $109,350 .

Our conclusion? The HR Business Partner job market is wide open for candidates.

Top HR business partner sections that make the best resume

Professional summary
Experience (with numbers and results)
Relevant skills
Certifications

what to write in your resume experience section

HR business partner resume experience section: dos and don'ts

List 4-6 bullet points per position;
Include only relevant job experience;
Make sure to highlight your strongest skills by focusing on the challenges you’ve faced and the results you’ve achieved;
Don’t use buzzwords that carry no meaning;
Don’t share confidential information about your previous employers.

If you prefer to be led by example, check out some great HR Business Partner resume experience section snippets below!

Chief coordinator in the annual performance appraisal process, based on MBO principles. Dealing with statistical data, preparing analysis and assessment of the program
Analysis of the performance of set KPIs and direct reporting to the top management
Design of the model and implementation of development plans for key talents and key job positions
Providing HR advice and support to managers and staff on a wide range of strategic and operational Human Resources issues
Recruitment of key positions in the respective business units incl. participation in executive search recruitment
launched 3 platforms (HR Core; ePMP, BrassRing) in 4 countries (Bulgaria/Macedonia, Romania, Serbia, BiH) and led user trainings.
led 2 cross-divisional projects (Benefits Harmonization, GJFA Alignment) in 5 countries (Bulgaria/Macedonia, Serbia, BiH, Slovenia, Croatia) with all local proposals approved. Participated in 1 cross-divisional project (STI-GJFA Harmonization) with proposal approved.
participated in regional Culture Change project team; designed and launched EMEA-wide culture survey in 16 languages within 26 countries and analyzed the results; co-facilitated various activities during 2 EMEA Culture Ambassadors Meetings.
led 3 significant org. restructurings with no litigations
Interviewed 150+ candidates and recruited 16 employees for period of 2,5 years
maintained voluntary turnover of 4.4% (2013-2014) with slight decrease in 2015 (4.3%); 0% voluntary turnover for HiPos and high performers and 0% in new hires (
increased gender by 17% (from 29% to 45% female) and generational diversity by 18% (from 0% to 18% Gen Y) in Alcon Bulgaria Leadership Team
facilitated 60+ trainings/workshops
Partnered with executives on strategic workforce planning to meet current needs, changes within the pharma industry and long-term forecasts.
Consulted with assigned clients to identify & address specific organizational issues, i.e. ineffective team dynamics, management styles. Partnered with appropriate HR COEs to deliver tailored solutions to meet specific client's needs.
Coordinated recruiting and compensation processes during a period of rapid growth with corporate employee populations expanding from 220 to approximately 600 employees.
HR Program Manager for India Fulfillment Center Network for Amazon responsible for driving network wide initiatives in areas like cost optimization, employee engagement, resource management, process improvements and system implementation
Campus Programs lead for Amazon India Operations team (Fulfillment Centers, Middle Mile and Last Mile). Responsible for program management of Amazon's global operations leadership program Pathways and India Ops. leadership program BOLD
Anchored compensation and performance management for India Fulfillment Operations for 2018
Responsible for driving HR agenda while liasoning with various team like sales operations, finance, operations etc. for major sale events throughout the year
HR Business Partner for the India Operations corporate teams at Amazon India HQ. Responsible for all HR processes for an employee base of 300+ employees
Responsible for diversity and inclusion agenda. Created support systems and enabling infrastructure for differently abled associates and women employees and on boarded 15% of the manpower requirement working with NSDC and various NGOs
Developed manpower norms for various product segments and a created a skill assessment framework. Conducted proficiency assessments and ensured that all critical markets were adequately staffed both numerically and without any capability gaps
Conducted due diligence / feasibility study to make a business case for Singapore and USA sales offices and transitioned from a suitcase selling model to full time presence
Led a large scale compensation restructuring exercise for sales team and implemented a new incentive program
Developed a R&R framework and implemented a structured recognition program for sales team
Setup sales learning academy to address functional learning needs
Lead campus hiring agenda at business schools, managed sales leadership program - BUILD
Responsible for talent identification, key talent retention program and ensuring 100% staffing of all critical roles
Contribute to, and where accountable define the company strategies, vision, policies, objectives & processes.
Use & understand OIG People tools and policies, engaging with Divisional clients effectively to ensure their use across the organization.
Drive consistency of approach across the OIG in attracting, managing and developing talent to support current and future organisational needs.
Work closely with all OIG People colleagues to ensure that tools and policies are aligned, enhance employee engagement and ultimately improve performance.
Use data and analytics to measure the effectiveness of tools and policies and understand the landscape for further improvement.
Provide expert input across a range of HR issues (generalist / specific expertise); Design and deliver high impact solutions that meet the needs of the business.
Coach & build the capability of senior managers & leadership team to anticipate and pre-empt organizational issues.
Keep up to date with external trends and best practice in the areas of expertise and HR more broadly.
Continuously drive improvements in tools and policies through external market trends, insight and internal best practice.
Proactively share best practice, intelligence and potential OIG activities within HR function.
Build relationships and form alliances with external counterparts, communities of practice and stakeholders to scan for innovations and opportunities to form partnerships.
Understand & anticipate the need for change, diagnose the underlying issues and build the case for change with stakeholders. Build frameworks to plan and manage the continuous process of change including dependencies, risk, potential scenarios ad options to mitigate.
Facilitate and drive the Performance and talent development cycle for Advisory
Recruitment: screening profiles and provide support to hiring managers.
Collaborate/support all Partners in Advisory and Leadership team.
Maintain, establish relationships with employees and leadership and act as an advisory to the business.
Other HR relevant projects; onboarding, exit-interviews, Employee Enagagement survey, support D&I initiatives etc.
Admintrative tasks; update employee database, employee HR inquires.
Contract mangement process.
Contributing to the day-to-day HR operations
Providing support to all aspects of HR processes to ensure the successful implementation of HR policies and initiatives
Ensuring the delivery of the required activities related to the deployment of reward, training, development, performance management and recruiting processes
Delivering HR metrics & reports
Actively participating in HR Project activities
Double digit growth in Organizational Health Index
Deployment of Cultural Transformation committees that impacted employee engagement and productivity.
Launch of PI NET (Performance Management Tool)
Contributing to people strategies by providing analytics & insights in the areas of performance management, leadership development, labor relations, training, compensation, budgeting and succession planning (approx. 380 employees)
CZ/SK Market Lead for HR Transformation Project - Recruitment Stream
HR Lead for Digital Transformation team (RPA)
Working closely with senior leadership, reporting directly to HRD
Single-handedly and successfully designed and implemented all HR processes in three newly established subsidiaries in CZ, SK and RO in 6 months (approx. 70 persons)
Successful management of transfer of employees in CZ, SK, RO (incl.negotiation with trade unions, review of collective agreements, implementing full benefit packages, ensuring the labour law compliance in three different countries)
Full responsibility for everyday HR functioning in all three countries
Helped and supported HR Business Partners and HR Operations team
Facilitated various HR projects such as career mapping program, rotational development program, while managing the facilitation of employability training programs
Prepared KPI reports and presented them to management team
Managed social media campaigns of HR team
Passionately driving a consistent and strategic business partner model for the entire site, including complex ER issues
Led a team across recruitment, ER, workforce planning and global programs
Provided leadership responsibility to the APAC HR team during a period of transition and global change
Managed Business HR team to implement organisational priorities
Managed the key retention program for 250 employees during insolvency proceedings
Managed auditors, investigating agencies and investor due diligence requirements for human resources function
Worked closely with the team appointed by RBI for implementing HR related initiatives
Created the BCP for HR Function as well as coordinated the compay level BCP during the onset of COVID
Was a key player in the transition team for the reverse merger, worked on transitioning employees into various entities
Strategise, introduce, develop and implement HR processes and practices in line with the COEs
HR Policies and Processes - Recommended process improvements for internal HR processes by continuously improving HR practices
Handling Performance Management and facilitating annual appraisals f
Proactively contribute to the change management, people management, team development, new technology introduction
Performing HR support (candidate induction programs, welcoming pack, reviewing, improving HR processes, guiding and amending HR policies & procedures...)
Supporting Directors and Managers in numerous HR resources from executive search to candidate retention, performance management including salary grid assessment, compensation & benefits and employment branding.
Launched a global north african talent project involving Universities, Companies & Local authorities - The Graduate Academy (Algeria)
Staging on several conferences & corporate presentations (diversity, digital transformation, professional networking, communication, recruitment & talent development, expatriation)
In house training towards employees, managers and directors on various subjects (assessment services & stress management, presentation management, performance management, succession planning, employee engagement)
Full-time overseas assignment as part of personal development plan
Reported to Global VP HR supporting world-wide staff members
Partnered with senior business unit VPs and line managers to translate business requirements into actionable HR agenda
Drove talent management and staffing planning

Make sure to relate your experience to your job description, but never lie. That’s not tolerated and will show up in the face-to-face interview later on.

Action verbs for your HR business partner resume

Writing a skills section that stands out:

Check the job advert for keywords that you can use: this will help you pass ATS;
Focus on relevant and valuable skills that will support your application;
Make sure to include both hard and technical skills, leaving soft skills for other sections of your HR Business Partner resume;
Don’t list skills you don’t have.

Top skills for your HR business partner resume

Informatica

Teradata Utlities

Organisation

Communication

confidentiality

Time management

Adaptability

Avoid getting sidetracked by Applicant tracking software by including a tech skills' section matching the job description and your own qualifications.

Checklist for your HR business partner resume header

Your name and surname in a legible and larger resume font
The job title you’re applying for or your current job title as a subheading to your name
Link to your portfolio or online profile, such as LinkedIn
Address (City and State for the US; just your city for rest of the world)
Email address
Headshot (required or welcomed in the EU; not required and sometimes frowned upon in the US)

Stick to popular email providers such as Gmail or Outlook. And use these professional formats to create your username:

[email protected]
[email protected]
[email protected]
[email protected]
[email protected]
How to Write A Resume Headline
Are Photos On Your Resume Unprofessional? [Expert Advice]

Include a link to your portfolio in your HR Business Partner resume header. Most companies will require that you include one in your resume, and even if they don’t, it’s an excellent opportunity to directly show them your proudest projects.

Making a strong first impression.

Keep your summary section short and easy to read; avoid long sentences;
Highlight your total years of experience in the field;
Mention 1-2 of your biggest achievements and strengths;
Add a couple of keywords from the job advert.

Resume summary formula:

Your summary section should act as a brief but informative introduction to your experience section. In this section you should go into more depth about what you have done, and how you did it.

How To Write A Resume Personal Statement (With Examples)

What to include in your education section:

Your highest education degree (incl. major, duration, name of institution);
A bit more about the certifications you’ve got (if they are relevant to what you’re applying for);
Some extracurricular activities that have helped you develop and strengthen your skills;
If you’re an entry-level applicant: Relevant courses and projects.

Top Certifications for Your HR Business Partner Resume

HR as a Strategic Business Partner

Better understand your value and role as a strategic business partner

Human Resources (HR) as a Business Partner

This course provides valuable information on how Human Resource Business Partnering (HRBP) operates in practice.

Diploma Course in Human Resource Management (HRM)

Become top-notch HRM Practitioner - Get Live Projects, Ready-to-use Templates, Demos, Quizzes, Articles, Case studies

Administrative Human Resources (HR) for Beginners

This course is an introduction to the role and duties of Human Resources (HR).

HR Analytics using MS Excel for Human Resource Management

Use Excel for HR Analytics, calculate HR metrics, build HR dashboards & ML models for Human Resource & People Analytics

How To Include Your Relevant Coursework On A Resume
When You Should (And Not) Add Dean's List On Your Resume

There are dozens of certifications that you can claim as a HR Business Partner. But, some are more effective than others. That’s why you mustn’t include every certificate other applicants might have. Try instead to earn and list a few of the difficult ones.

The content of your resume is necessary for showcasing your expertise, skills, and education. Great formatting, on the other hand, is essential for highlighting your attention to detail, creativity, and ability to stand out.

There are three basic resume formats to choose from:

Reverse-chronological resume format ;
Functional skills-based resume format ;
Combination (or Hybrid) resume format .

Which one of these you choose depends on a couple of things, but most importantly: the industry and your level of experience.

The reverse-chronological resume format, for example, is great if you’re an HR Business Partner with many years of experience and no career gaps. It doesn’t really matter if your company of choice is a multinational corporation or an early-stage startup – this resume format is considered to be a safe bet.

If you’re someone with little or no experience, however, we advise you to go for a functional skills-based resume format. It focuses on skills, competencies, and education, rather than experience. This makes it great for entry-level applicants, career changers, and graduate students.

And if you’re tired of traditional formats and want to go over the top when it comes to your application, the combination or hybrid resume format is here to help. Here, you can focus on both your experience and your skills, there’s even space for you to highlight your most spectacular personality traits. If you want to give a modern feel to your HR Business Partner resume, this resume format is just what you need. Add a ‘my life philosophy’ section for additional bonus points!

hybrid (combination) resume format built on Enhancv platform

Looking for ways to perfect your HR Business Partner resume layout and style ?

Don’t risk it: choose standard 1-inch resume margins ;
Go for traditional resume fonts (sized 10-12p);
Match the length of your HR Business Partner resume with your years of experience – choose a one-page template if you’ve got less than 10 years of experience; otherwise, opt for a two-page resume ;
To be on the safe side, save your resume in PDF . This will help you avoid formatting issues and unauthorized editing.

Looking to build your own HR Business Partner resume?

Resume Examples

Should You Bring A Cover Letter To An Interview

The resumes of chernobyl, how, when, and why you can use a two-page resume, megan's project manager resume got her 2 job offers in 3 months, how to ask for a raise (with template), resume sections: everything you need to know.

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3 Human Resources (HR) Business Partner Resume Examples

HR Business Partner Resume
Formal HR Business Partner Resume
Elegant HR Business Partner Resume
HR Business Partner Resume Writing 101

You know your stuff regarding traditional HR duties, providing leadership within the human resources department, and coordinating with upper management. You manage the big picture, creating and directing strategies that support organizational goals.

So how do you condense all that interpersonal prowess into a compact resume format for recruiters and still show the scope of your strategizing abilities?

Don’t worry: We’ve worked with many HR professionals, helping them achieve their career goals. Our three human resources business partner resume templates and expert tips can help you, too!

Human Resources (HR) Business Partner Resume

or download as PDF

Human resources business partner resume example with 7+ years experience

Formal Human Resources (HR) Business Partner Resume

Formal human resources business partner resume example with 7+ years experience

Elegant Human Resources (HR) Business Partner Resume

Elegant human resources business partner resume example with 7+ years experience

Related resume examples

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Entry-level human resources
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What Matters Most: Your Skills & Professional Experience

Your skills list is the backbone of your resume, and you’ll build your experience points around abilities like employee onboarding and budgeting.

The trick for a specialized yet far-reaching profession like yours is clearly showing how your skills relate to your field. Getting specific about skills like creative problem-solving and interviewing is an ideal way for a human resources business partner to demonstrate scope.

Check out this list of skills for examples of how to be specific—and keep universal tips in mind, such as specializing your soft skills and using exact names of tech skills.

9 best human resources (HR) business partner skills

Budget Development
Employee Recruitment
Problem-Solving
Data Analysis
Public Speaking
Data Presentation
MS PowerPoint

Sample human resources (HR) business partner work experience bullet points

Your experience section is a gold mine for recruiters to see how you built upon your skills to make a difference in your field by streamlining the onboarding process or increasing employee productivity.

Talk about when you collaborated with the board to develop a strategy that boosted employee satisfaction rates or the time you revamped company policies to streamline workflow.

To back up your claims, provide metrics that quantify your impact, such as 12 percent decrease in time-to-hire!

Here are some solid ideas from our resume examples :

Held quarterly 1-1 meetings with underperforming staff to provide encouragement and guidance, improving productivity by 43% and retention rates by 21%
Overhauled job descriptions and developed over 17 types of questionnaires for new hires, increasing qualified applicants by 56%
Implemented new employee onboarding techniques, achieving 91% pre-employment form completion rates within 72 hours
Interviewed 210+ applicants for 16 positions, filling all roles within 23 days and decreasing onboarding time by 39%
Updated performance strategies and management-employee meetings, increasing employee retention by 31%

Top 5 Tips for Your Human Resources (HR) Business Partner Resume

As an HR business partner in a guiding role, your resume writing style should exude confidence. Align with the company culture by reviewing the job description and adopting a similar tone as you demonstrate how you enhanced employee satisfaction and achieved budget savings.
Use experience points to illustrate the reasons behind your actions and the resulting impact. You can avoid redundancy if several key points rely on retention rates or similar metrics by highlighting improvements made to the cumbersome hiring process or the positive response to your streamlined benefits plan.
The resume objective statement, we mean! Use valuable page space to provide accomplishments examples instead of a generic objective. Show excellence instead of describing it by providing accounts about how you tackled an enormous hiring pool and boosted onboarding efficiency!
Keep it to one page while highlighting your ability to boost staff retention and workplace satisfaction rates. Use points with versatile context to make the most of your resume space.
You know from personal experience in HR that longer or difficult-to-read resumes get pushed aside in favor of sleek, easy-to-skim resumes. Keep your points about your employee training and policy clarification concise, and use clear, professional fonts to keep recruiters from passing you by during a time crunch!

Make your resume a perfect fit by customizing it for each job. Refer to the job description and reflect keywords, value statements, or skills that apply (think “employee training,” “ZingHR,” or “budget strategy.”)

Hiring managers review numerous resumes, spending little time on each. A concise resume ensures your key skills and achievements are quickly and clearly communicated, increasing your chances of making a solid impression.

Creating a cover letter enhances your application, allowing you to provide additional experiences, such as how you improved employees’ work environment or company budget, making it an excellent place for “overflow.”

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Home › HR Career Path › What Does an HR Business Partner Do? › HR Business Partner Resume Examples and Templates

HR Business Partner Resume Examples and Templates

The role of an HR business partner is critical for streamlining all human resource management activities of an organization. When applying for this position, you need to do everything in your power to wow the HR manager. A good starting point is to look at HR business partner resume examples for some inspiration.

There’s no such thing as a one-size-fits-all formula when crafting a resume. Every resume needs to be tailored to the role you’re applying for. For instance, an HR generalist’s resume might be different from an HR coordinator’s resume.

Since HRBP is a rather complex role (at least when compared to an HR manager or an HR generalist), things can get a bit tricky.

To help you out, in this article, I’ll share the top sources from where you can download HR business partner resume templates (or just use them as examples to get inspired).

Let’s jump right in.

Top Sources for HR Business Partner Resume Samples

Creating a resume from scratch – especially for a role that’s responsible for aligning HR strategies with the broader business objectives – isn’t exactly easy.

A small misstep could land your resume in the pile of rejects.

If you’re creating a resume for the role of human resources business partner for the first time (or it has been a while since you updated yours), a little help can go a long way.

You can find top-level examples/templates on these websites:

1. VelvetJobs

Let’s kick things off by talking about VelvetJobs – a leading career development and personal branding platform, packed with awesome tools for both recruiters and job seekers.

Here are the features it has to offer to job seekers:

Resume Builder – you can build a professional-looking resume for a HRBP role in 3 easy steps. Simply select a template, use pre-written bullet points (or tweak them), and download your resume in the format of your choice.
Resume Writing Service – don’t feel like putting in the effort yourself? You can opt for the resume writing services of VelvetJobs and get a professionally-written resume.
Job Search – this is a native search engine for job seekers where you can discover new opportunities. You can also use it to filter results by location, industry, companies, job title, and special keywords.

At VelvetJobs, you can find tons of awesome HR business partner resume examples, with complete lists of different job responsibilities and relevant experiences that you can list in your own.

You can get one generic example (that you can copy and paste on a Word Doc), and several other examples tailored to certain industries.

2. LiveCareer

Next on the list is LiveCareer, another renowned career development platform, where you can find thousands of resume examples and for thousands of job roles – across different industries.

Furthermore, LiveCareer offers the following:

Resume Template – eye-catching and ready-to-use templates that you can use to craft and finalize your resume in a few minutes.
Cover Letter Builder – in addition to resumes, you can also use LiveCareer to craft an awesome cover letter that can leave a lasting impression. You can also get examples if you’re not sure of what to include.
Job Search Tools – these include a native job board, salary calculator, and a special job application tool.

All things aside, you can find more than 8,700 examples of resumes for the role of HR business partner.

You can get real resumes tailored to certain industries, companies, and even locations.

However, their search tool doesn’t have special filters that allow you to do that (if you want an example listing a certain employer in the work experience section, you’ll need to use the appropriate keywords and look it up manually).

If you’re interested in a more in-depth guide to getting your dream HR role, then check out our HR certifications.

3. MintResume

Unlike the two websites mentioned earlier, MintResume isn’t a full-scale career development platform, but rather a simple collection of top-of-the-line resumes and cover letters that you can use to get some inspiration.

You can also find highly useful resources for career development and personal branding.

All the HR business partner resume and cover letter samples are absolutely free. There’s no registration required – just copy and paste the content to a word processing program and tweak it to your liking.

At first glance, you’ll realize that the basic interface is similar to that of VelvetJobs. At the top, you’ll see a generic example of an HRBP’s resume, with sample work experiences and detailed job descriptions.

In the next section, you can get expert tips on how to write the perfect resume for this role.

When you scroll further below, you’ll see an extensive list of “typical experience” for an HRBP resume.

4. QwikResume

QwikResume, just like MintResume, is a huge online library of resume and cover letter templates that you can download in both PDF and Word formats.

Additionally, it offers educational resources aimed at helping candidates with their job hunts.

What I like most about QwikResume is how targeted and organized the overall content on their landing pages are.

For instance, the page where they’ve listed HR business partner resume examples starts off with a brief description of what an HRBP does, then moves on to listing resumes for different experience levels.

Whether you’re looking for a sample for a junior role (responsible for assisting the senior management with HR policies concerning performance management, talent management, succession planning, employee engagement, etc.) or a senior role responsible for everything, you’ll definitely find something to get inspiration from.

And the best part – you don’t have to sign up to download the samples.

Simply click on the “Download Resume PDF” to download the (non-editable) file. To use a template, you’ll need to click on the “Build Resume Free” button that will lead you to the relevant landing page.

5. JobHero

JobHero is a full-fledged “job hunting tool” and a source of valuable job search and talent acquisition advice from experts.

Today, it is primarily known as a powerful cover letter and resume builder, offering some of the most powerful tools out there.

Similar to QwikResume, JobHero provides a short description of what the job role entails, while providing a ready-to-use, sleek resume template.

Once you scroll down below, you can explore additional examples, with each including a section for the candidate’s information (years of experience and level of education) and another for in-depth professional overview.

You can conveniently copy an entire resume sample by simply clicking on the green copy icon at the top right corner.

Furthermore, you can use the tool to create a resume from scratch. To get started, click on the “Edit This Resume” button. Then, you’ll be prompted to select your professional experience (in years), a template, and provide your details by either entering them manually or uploading an existing CV.

Tips for Creating an HR Business Partner Resume

As mentioned earlier, there’s no universal way of crafting a resume, regardless of your job title.

The only constant is to list all of your relevant credentials, experiences, and skills that could help you stand out from the rest of the candidates.

That being said, there are certain best practices and formats that most recruiters are accustomed to.

If you’re about to build your resume after a long time, here’s a quick breakdown of what it should include:

Top Section – this should include your basic information, including your full name and contact details (number, address, email, and any social/portfolio link). You can also include a recent picture of yourself.
Objective/Introduction – use this section to provide a quick overview of your HR career so far. Think of it as a personal elevator pitch. You have less than a minute to sell yourself as the best candidate for the HRBP position you’re applying for.
Education – list down your academic achievements in reverse chronological order (i.e., start with your most recent qualification and work your way down to high school).
Work Experience – like the education section, list down your professional experience in reverse chronological order to show how you have consistently excelled throughout your career. Remember to share any measurable results that you achieved in those jobs.
Skills – list down the hard and soft skills you possess that are critical to the job role. The most in-demand ones include leadership skills, interpersonal skills, management skills, and familiarity with HRIS, to name a few.
Certifications – finally, if you have any relevant certifications, create a separate section where you can briefly share their details.

Remember – a good resume is short and sweet, yet detailed enough to provide the recruiter with the information they need to determine if you’re a good fit for the role.

What Does an HR Business Partner Do?

Generally speaking, a HR business partner is a senior management role who directly works with executives.

Their core responsibility is to align the different HR processes (employee relations, onboarding, training, change management, compensation and benefits, etc.) with the main goal(s) of the company.

A HRBP ensures that their HR team delivers real business value to the employer. For them, every HR initiative, be it a training program or a change in the recruitment strategy, should help the company in achieving its vision in one way or the other.

They do that by partnering with the HR managers and the directors, helping with the following:

Workforce Planning

As implied above, the job of a HRBP entails a lot of strategic thinking.

Perhaps one of their most important duties – one that can leave a lasting impact on the bottom line of the business – is workforce planning.

This involves carefully analyzing the organization’s current human capital needs, estimating how often you’d have to deal with new hires (based on the organizational design), and allocating budget accordingly.

Recruitment and Selection

Perhaps the most important aspect of an HR professional’s job is to help recruit and select capable human capital for their employer.

Creating and communicating the job requirements, digging through potentially thousands of resumes, and evaluating hundreds of candidates are easily some of the most exhausting responsibilities in the corporate world.

A HRBP is directly involved with the entire recruitment and selection process, ensuring that it aligns with the workforce planning.

Employee Development

Another crucial responsibility of a HRBP is to create smooth paths for professional development of all employees of their organization.

The goal of this particular HR program is to find a middle ground between the personal objectives of every employee and what the organization hopes to accomplish with them.

It entails investing in formal training programs to help colleagues excel in their careers.

Compensation and Benefits

If you have some experience with compensation and benefits, make sure to include it in your HR business partner resume.

That’s because one of the main responsibilities of a HRBP is to determine the packages for different roles.

They do all of that while ensuring that everything falls within budget.

Employee Relations

Finally, the HR business partner also works with the human resources managers to cultivate strong relationships within the organization.

This could entail engaging in conflict resolution, looking after labor relations, and taking disciplinary actions whenever necessary.

How to Become an HR Business Partner?

Becoming a HR business partner is a challenging but a rewarding endeavor.

While you don’t need special qualifications to be considered a viable candidate, some experience in and knack for strategic planning can help you stand out.

Here’s a quick career path to help you get started:

Academic Qualification – you need at least a bachelor’s degree in business administration, HR management, or industrial psychology. Having a master’s degree/MBA is a huge plus.
Relevant Experience – a HRBP is a business leader. They have strong business acumen, experience in the technicalities of HR (such as employment law), and know how to use their experience to their advantage. Volunteer to work on projects that might help in those areas.
Skills – polish your critical thinking, strategic management, project management, and leadership skills.
Certifications (Optional) – you can also invest in an additional certification (consider the SHRM certification for starters).

Finally, remember to keep an eye out for HRBP roles. If you’re just starting out in your career, you might want to wait and build up some experience first.

Wrapping it Up

As anHR business partner, you’re responsible for the business value the HR department delivers.

Due to the nature of the role, recruiters tend to be extra careful when reviewing candidates.

Make sure that your HR business partner resume speaks volumes for your experience, what you bring to the table, and how you can help the organization achieve its long-term goals.

If you are new to Human Resources and are looking to break into a HR role, we recommend taking our HR Certification Courses, where you will learn how to build your skillset in human resources, build your human resources network, craft a great HR resume, and create a successful job search strategy.

We offer a wide variety of programs and courses built on adaptive curriculum and led by leading industry experts.

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Become a Certified HR Generalist. After taking this certification course, you'll better understand how to become a great HR Generalist and a letter of certification to showcase to employers and colleagues.

Become a Certified HR Business Partner. The certificate has become a popular credential because it can help individuals seeking advancement within their current organization and those looking to change jobs or industries.

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HR Business Partner Resume: Examples and Tips for 2024

In today’s competitive job market, having a well-written resume is essential for any job seeker. This is especially true for HR professionals, such as HR Business Partners. A well-crafted resume can make a significant difference in landing a coveted HR Business Partner role.

In this article, we will cover everything you need to know about creating a winning HR Business Partner resume. We’ll provide examples and tips that will help you stand out from other applicants in your field. Our aim is to equip you with the knowledge and tools necessary to create a resume that showcases your skills, achievements, and potential as a Human Resource professional.

Throughout this article, we will explore a variety of important topics related to HR Business Partner resumes. These will include crafting an attention-grabbing summary, highlighting career achievements, and using relevant industry keywords. We’ll also cover formatting and structure, and provide examples of successful HR Business Partner resumes.

By the end of this article, you’ll have a complete understanding of what it takes to create a top-notch HR Business Partner resume. Whether you’re a seasoned professional or just starting out in the field, you’ll gain valuable insights that will help you land your dream job. So, let’s dive in!

Key Skills to Include in an HR Business Partner Resume

One of the most crucial aspects of creating a successful HR Business Partner resume is identifying the key skills that employers are looking for. The following are examples of relevant hard and soft skills to include in your resume:

Hard Skills

1. hr technical knowledge.

Understanding and knowledge of HR policies, procedures, and regulations
Familiarity with HR systems and technology
Experience with HR analytics and data analysis tools

2. Project Management

Ability to manage and prioritize multiple projects and deadlines
Experience with project planning, execution, and reporting
Knowledge of Agile or Scrum methodologies

3. Talent Acquisition and Management

Expertise in sourcing, interviewing, and assessing candidates
Ability to build and maintain relationships with hiring managers and candidates
Understanding of performance management and employee engagement strategies

Soft Skills

1. communication and collaboration.

Excellent verbal and written communication skills
Ability to work with and manage diverse teams
Effective problem-solving and conflict resolution skills

2. Leadership and Influence

Experience leading or managing teams and projects
Ability to motivate and inspire others towards achieving common goals
Diplomatic and tactful in conveying ideas and persuading others

3. Adaptability and Flexibility

Ability to adapt to changing priorities and work in a fast-paced environment
Willingness to learn new skills and tools as needed
Open-minded and able to embrace new ideas and perspectives

To showcase these skills effectively on your resume, consider the following tips:

Use keywords and phrases from the job description to demonstrate your skills and qualifications.

Quantify your accomplishments using concrete data and metrics, such as the number of successful recruiting campaigns or the percentage increase in employee retention.

Provide examples of projects or initiatives where you demonstrated your skills and achieved successful outcomes.

Use action-oriented language and keep your resume concise and easy to read.

By highlighting your relevant skills and qualifications, you can create a compelling HR Business Partner resume that showcases your value to potential employers.

Summary Statement: Crafting an Effective HR Business Partner Resume Summary

When it comes to crafting a resume for an HR Business Partner role, the summary statement is an essential component. It is the first section that a recruiter or hiring manager will read, and it needs to be well-crafted to make the strongest impact.

The Importance of a Summary Statement in a Resume

The summary statement is a critical component of a resume because it provides a brief snapshot of your skills, achievements, and career goals. It sets the tone for the entire resume and gives the reader a sense of what they can expect to find in the rest of the document.

A well-written summary statement is especially important for HR Business Partner roles because it helps to communicate your expertise in areas like employee relations, talent development, and HR strategy. It’s also an opportunity to showcase your communication and interpersonal skills, which are essential for any HR role.

Tips for Crafting a Summary Statement Tailored to HR Business Partner Roles

To craft a summary statement that is tailored to HR Business Partner roles, follow these tips:

Keep it concise: Your summary statement should be no more than a few sentences long, so focus on highlighting your most important skills and achievements.

Highlight your HR expertise: Use keywords and phrases that demonstrate your expertise in areas like employee relations, HR strategy, and talent development.

Focus on your communication and interpersonal skills: HR Business Partners need to be effective communicators, so make sure to highlight your skills in this area.

Mention your career goals: Use your summary statement to communicate your career goals and what you’re looking for in your next role.

Examples of Strong Summary Statements

Here are a few examples of strong summary statements for HR Business Partner roles:

HR Business Partner with 10+ years of experience in talent development, employee relations, and HR strategy. Skilled in coaching managers and employees, building high-performance teams, and developing effective HR programs that support organizational goals.

Accomplished HR Business Partner with a track record of success in employee relations, talent acquisition, and HR strategy. Strong communicator with experience working effectively with all levels of an organization to build and maintain positive relationships.

Results-driven HR Business Partner with a passion for developing people and driving business success. Proven success in designing and implementing HR programs that align with organizational goals and support employee development and engagement.

Crafting an effective summary statement for your HR Business Partner resume is essential to showcasing your skills, expertise, and career goals in a concise and impactful way. By following these tips and examples, you can create a summary statement that sets you apart from other candidates and makes a strong first impression.

Professional Experience: Writing an HR Business Partner Resume Work History Section

In the work history section of your HR Business Partner resume, you want to showcase your relevant professional experience, highlighting your accomplishments and duties in each role. Here’s a breakdown of the key elements to include and some tips for crafting effective bullet points:

Breakdown of the Work History Section

Job title and employer.

Start with your most recent or current job, including the job title and the name of the employer. Include the dates of your employment as well.

Job Duties and Responsibilities

Underneath the job title and employer information, list your job duties and responsibilities. This section should be organized in a way that is easy to read and includes key duties that demonstrate your relevant experience as an HR Business Partner.

Accomplishment Statements

Include accomplishment statements that demonstrate how you have made a positive impact in the workplace. Use specific metrics to quantify your accomplishments whenever possible.

Tips for Highlighting Your Accomplishments and Duties in Previous Professional Experience

Use action verbs to demonstrate your accomplishments (e.g. “Developed effective programs”, “Transformed HR processes”, “Collaborated with cross-functional teams”).
Use metrics to quantify your accomplishments (e.g. “Increased employee satisfaction by 30%”, “Reduced employee turnover rate by 20%”).
Make sure your bullet points are relevant to the job you are applying for as an HR Business Partner.

Example Work History Bullet Points that Demonstrate HR Business Partner Experience

Developed and implemented HR programs that contributed to a 25% increase in employee engagement scores.
Redesigned onboarding process to improve new hire retention and satisfaction rate by 40%.
Collaborated with cross-functional teams to build and deliver a comprehensive employee training program that resulted in an 80% satisfaction rate among participants.
Conducted employee relations investigations and resolved 100% of employee complaints in a timely and appropriate manner.
Coached business leaders and managers to improve their people management skills and contribute to a positive and inclusive work culture.

Remember to tailor your work history bullet points to the HR Business Partner position you are applying for. Use your experience to demonstrate how you can be an effective partner to the business and contribute to overall organizational success.

Education and Training: How to Display HR Business Partner Education and Certifications in Your Resume

As an HR Business Partner, showcasing your education and training on your resume is crucial to standing out in a competitive job market. Not only does it demonstrate your knowledge and expertise in the field, but it also shows employers that you are committed to continued learning and professional development.

Relevant Degrees and Certifications

When listing your education and certifications, it’s important to include those that are relevant to the HR Business Partner role. Some examples include:

Bachelor’s or Master’s degree in Human Resources or a related field
Professional HR certifications, such as the SHRM-CP or PHR
A coaching certification or credentials in leadership development

Depending on your experience and qualifications, you may have additional certifications or degrees that are relevant to the role. Be sure to only include those that strengthen your HR Business Partner qualifications.

Tips for Effectively Displaying Educational Experience on Your Resume

List your highest level of education first, followed by any additional degrees or certifications earned.
Use clear and concise language when describing your educational background, focusing on key skills and knowledge gained.
Include any academic achievements or honors, such as a high GPA or Dean’s List recognition.
Be sure to highlight any relevant coursework or special projects related to HR that demonstrate your expertise in the field.
Consider adding a separate section for education and training, especially if you’ve earned multiple degrees or certifications.

Remember, your resume should effectively communicate your qualifications, experience, and education to potential employers. By following these tips and including relevant degrees and certifications, you can showcase your expertise and stand out as a top candidate for the HR Business Partner role.

Action Words to Use in a HR Business Partner Resume

A well-written resume is essential in getting the job of your dreams. It’s not just about listing your skills and experiences, but also about highlighting what you have accomplished in your career. That’s where action words come in. Action words, also known as power verbs, are strong, descriptive words that help convey your accomplishments and skills in a way that catches the attention of the hiring manager.

In a HR Business Partner resume, action words can make all the difference. These words will help you showcase your strong communication skills, ability to strategize and execute new HR initiatives, and work effectively with other teams. When crafting your resume, it’s important to keep in mind that HR Business Partner roles require a highly analytical, organized, and detail-oriented approach. Therefore, when selecting action words for your resume, you should choose those that emphasize these attributes.

Here is a comprehensive list of action words that are particularly effective when crafting a HR Business Partner resume:

Developed and implemented HR programs, policies, and procedures
Streamlined HR processes to improve efficiency and productivity
Analyzed data and provided valuable insights to senior management
Trained and coached managers and employees on HR policies and practices
Collaborated with cross-functional teams to drive business results
Conducted performance reviews and provided guidance for employee development
Managed employee relations issues and facilitated conflict resolution
Oversaw recruitment and talent acquisition efforts
Led diversity, equity, and inclusion initiatives
Ensured compliance with HR-related legal requirements
Presented HR-related reports and recommendations to senior management

When using action words in your HR Business Partner resume, make sure to provide context for each accomplishment or experience. Employers want to see how you have applied these skills in a real-world setting. Use specific examples to demonstrate your experience with these action words.

For instance, instead of merely stating, “Developed and implemented HR programs,” provide more detail: “Developed and implemented a comprehensive onboarding program for new hires, resulting in a 15% increase in employee retention and satisfaction rates.”

Using action words in your HR Business Partner resume can set you apart from other candidates and demonstrate your strengths to potential employers. The key to effectively using these words is to provide context and specific examples for each of your experiences. By doing so, you will better convey your skills and accomplishments, leading to greater chances of landing your dream HR job.

Formatting Tips for HR Business Partner Resumes

A well-formatted resume can be the difference between catching a recruiter’s eye and getting lost in a pile of applications. This is especially true for HR Business Partner roles, where a resume needs to communicate both your HR experience and your business acumen.

When formatting your HR Business Partner resume, keep in mind the importance of clear and concise organization. Your resume should be easy to scan, with clear headings and bullet points highlighting your relevant skills and experience.

In terms of selecting the best resume format/layout, there are a few options to consider. A chronological format can be effective if you have a solid HR career history, while a functional format may be better if you’re transitioning from another industry or have gaps in your work history. A combination format can also work well, highlighting both your experience and skills.

When it comes to font selection, stick to easy-to-read fonts like Times New Roman, Arial or Calibri. Avoid using script or decorative fonts, as they can be distracting and difficult to read.

Spacing is also an important visual consideration. Use ample white space and keep your margins between 0.5-1 inch to ensure your resume doesn’t look cluttered. Use bullet points to break up long paragraphs of text and use bold or italics to draw attention to key information.

Finally, be sure to proofread your resume for any spelling or grammar errors. Typos can be a quick way for your resume to end up in the rejection pile, so take the time to double-check your work.

By following these formatting tips, you can create a professional and polished HR Business Partner resume that will catch the attention of recruiters and hiring managers.

Examples of HR Business Partner Resumes

To provide an in-depth visualization of what a winning HR Business Partner resume might look like, this section highlights three different example resumes tailored to various HR Business Partner positions. In this section, we will be identifying unique strengths and formatting and wording choices of each and offering key takeaways and tips for implementing these techniques into your own HR Business Partner resume.

Example 1: Senior HR Business Partner

This example HR Business Partner resume is tailored for a senior level role. The candidate highlights their extensive experience in HR as well as their leadership skills. Their resume is organized chronologically, focusing on their most recent positions held. The most unique strength of this resume is the candidate’s attention to detail and strong communication skills, which are essential for any HR professional. Additionally, the candidate emphasizes their passion for working in HR and their ability to navigate complex situations.

Key Takeaways:

Highlight your extensive experience in HR as well as your leadership skills.
Focus on your communication skills and ability to navigate complex situations.
Emphasize your passion for working in HR.

Example 2: HR Business Partner Manager

This example HR Business Partner resume is tailored for a managerial role. The candidate highlights their ability to manage teams and develop staff within the company. This attribute is essential for any managerial role in HR. The resume is organized functionally, with headings such as “Staff Development” and “Team Management” clearly identifying sections of the candidate’s experience. Additionally, the candidate emphasizes their ability to analyze data to make strategic decisions.

Emphasize your managerial skills, particularly your ability to manage and develop staff.
Organize your resume functionally, highlighting key areas of experience.
Show your ability to analyze data to make strategic decisions.

Example 3: HR Business Partner Coordinator

This example HR Business Partner resume is tailored for a coordinator-level role. The candidate highlights their ability to work in a fast-paced environment and manage multiple objectives simultaneously. Their resume is organized by skills, with each skill set and its accompanying experiences listed under a separate heading. The most unique strength of this resume is the candidate’s ability to work with a variety of stakeholders, including employees, managers, and executives, to ensure smooth operations in the HR department.

Highlight your ability to work in a fast-paced environment and juggle multiple objectives.
Organize your resume by skills, highlighting your expertise in key areas.
Emphasize your ability to work with diverse stakeholders for smooth HR operations.

Key Takeaways and Tips

These three HR Business Partner resumes demonstrate the importance of tailoring your resume to the specific role you are seeking. It is crucial to highlight the key skills required for the position and organize your experiences in a way that showcases these skills. Additionally, attention to formatting and wording choices is also critical. Use bullet points to make your experiences stand out and keep your resume concise.

Tips for Optimizing Your HR Business Partner Resume for Applicant Tracking Systems (ATS)

In today’s job market, applicant tracking systems have become a common tool used by employers to streamline their recruitment process. ATS is a software application that scans resumes for specific keywords, skills, and other relevant information based on criteria set by the company. If your resume is not properly optimized for these systems, it may not be noticed by potential employers. As an HR business partner, it is essential to understand how these systems operate and what strategies you can use to optimize your resume for ATS.

Explanation of what ATS are and how they function

Applicant tracking systems were developed to help companies manage a large number of job applications effectively. These systems scan resumes for specific keywords and relevant information, and then rank them according to their relevance to the position. An ATS is designed to automate and streamline the recruitment process and provide employers with a pool of top candidates. However, not all resumes are optimized for these systems, making it difficult for job seekers to get noticed.

Strategies for optimizing your resume to pass through ATS systems

To optimize your HR business partner resume for ATS, it is essential to ensure that it reflects the specific job requirements and industry standards. Here are some tips to help you customize your resume:

Use specific keywords: Use the job description to identify the important keywords and skills required for the position. Use these keywords throughout your resume to highlight your relevant experience.
Customize your resume to match the job listing: Tailor your resume to match the specific job listed. Ensure that your experience and skills are relevant to the role.
Choose a simple layout: Avoid using elaborate fonts and graphics as they can confuse the ATS systems. Keep it simple and use standard formatting.
Include a summary statement: Use a summary statement that highlights your experience, skills and achievements in a clear and concise way.
Proofread your resume: Ensure your resume is free of any spelling or grammatical errors. Mistakes can confuse the ATS systems and prevent your application from making it to the next stage.

Examples of best practices for formatting and keywords

Here are some examples of best practices that you can use to optimize your HR business partner resume for ATS:

List your work experience in reverse chronological order, starting with your most recent position.
Use bullet points to organize your job duties, accomplishments, and skills. This format makes it easier for ATS to scan your resume.
Include industry-specific keywords as they relate to your experience and job duties. For example, if you have experience with performance management, ensure that this term is used throughout your resume.
Use appropriate job titles that reflect the responsibilities of your previous roles. This helps to ensure that your experience is aligned with the requirements of the job you’re applying for.

Understanding how applicant tracking systems work is key to optimizing your HR business partner resume for ATS.

Common Mistakes to Avoid in Your HR Business Partner Resume

No matter how experienced you are in the field of HR, making mistakes on your resume can hinder your chances of landing a job as an HR Business Partner. Here are some common mistakes to avoid in your resume, along with tips on how to correct them:

1. Not Tailoring Your Resume to the Job Description

One of the biggest mistakes people make when applying for jobs is sending out a generic, one-size-fits-all resume to multiple employers. This can come across as lazy and disinterested, and will likely not catch the recruiter’s attention. Take the time to tailor your resume to the specific job you’re applying for. Read the job description carefully and highlight the skills and experience that are most relevant to the role. This will show that you’re invested in the position and willing to put in the effort to make your application stand out.

2. Overusing Buzzwords

HR is known for having its own set of jargon and buzzwords, but overusing them in your resume can actually work against you. Instead of describing yourself as a “results-oriented team player” or a “proactive problem solver,” provide specific examples that demonstrate these qualities. Talk about tangible achievements or successful projects you’ve led. This will help the recruiter see how you’ve put your skills into practice, rather than just regurgitating clichés.

3. Focusing Too Much on Soft Skills and Not Enough on Results

While soft skills like communication, leadership, and teamwork are important in HR, recruiters also want to see tangible results that demonstrate your impact on the organization. Instead of saying you have excellent communication skills, give specific examples of how you used those skills to resolve a conflict or negotiate a salary. Make sure to quantify your achievements whenever possible. For example, instead of saying you “improved employee engagement,” say that you “increased employee engagement by 20%.”

4. Neglecting Formatting and Design

Finally, don’t overlook the importance of formatting and design in your resume. Your resume should be easy to read and visually appealing, with clear headers, bullet points, and white space. Avoid using funky fonts or colors that can be distracting. Also, make sure to proofread your resume carefully for typos and grammatical errors. Even the smallest mistake can detract from your overall professionalism.

By avoiding these common mistakes, you can create a strong and compelling HR Business Partner resume that will catch the recruiter’s attention and help you stand out among other applicants.

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Resume Examples

Common Tasks & Responsibilities
Top Hard & Soft Skills
Action Verbs & Keywords
Resume FAQs
Similar Resumes

Common Responsibilities Listed on HR Business Partner Resumes:

Developing and implementing HR strategies aligned with the overall business strategy
Partnering with department heads to understand their team's needs and advising on people management strategies
Managing talent acquisition processes, including recruitment, interviewing, and hiring of qualified job applicants
Designing and delivering employee training and development programs based on both the organization's and individuals' needs
Providing guidance and interpretation of company policies and procedures to employees and management
Conducting performance management and working with managers to carry out appraisals and performance reviews
Addressing employee relations issues, such as work complaints or other employee concerns
Ensuring compliance with labor regulations and employment laws
Facilitating change management initiatives and communicating changes effectively within the organization
Supporting and coaching managers in handling difficult or complex employee relations issues
Analyzing HR metrics (e.g., turnover rates, cost-per-hire, etc.) to identify areas for improvement and develop data-driven strategies
Leading workforce planning and succession planning efforts to ensure the company can meet future staffing needs

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Top Skills & Keywords for HR Business Partner Resumes:

Hard skills.

Talent Acquisition and Recruitment
Compensation and Benefits Administration
HR Policies and Procedures
Employee Engagement
Training and Development
HRIS and HR Systems
Workforce Planning
Labor Law and Compliance
Conflict Resolution and Mediation

Soft Skills

Leadership and Team Management
Communication and Presentation Skills
Collaboration and Cross-Functional Coordination
Problem Solving and Critical Thinking
Adaptability and Flexibility
Time Management and Prioritization
Empathy and Customer-Centric Mindset
Decision Making and Strategic Planning
Conflict Resolution and Negotiation
Active Listening and Feedback Incorporation
Emotional Intelligence and Relationship Building
Change Management and Influencing Skills

Resume Action Verbs for HR Business Partners:

Collaborated
Implemented
Facilitated
Coordinated

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Resume FAQs for HR Business Partners:

How long should i make my hr business partner resume, what is the best way to format a hr business partner resume, which keywords are important to highlight in a hr business partner resume, how should i write my resume if i have no experience as a hr business partner, compare your hr business partner resume to a job description:.

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Improve your keyword usage to align your experience and skills with the position
Uncover and address potential gaps in your resume that may be important to the hiring manager

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Related Resumes for HR Business Partners:

Hr director, hr recruiter, hr talent acquisition, human resources manager, director of talent acquisition, senior talent acquisition manager, corporate recruitment manager, employee relations manager.

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Human Resources Business Partner Resume Examples

Writing a resume tailored to the Human Resources Business Partner position can be a tricky endeavor. To land the job, you need to make sure your resume stands out from the rest and reflects the skills that employers are looking for. In this guide, we’ll provide tips on how to write an effective Human Resources Business Partner resume, including what details to include, how to format it, and how to make it stand out from the competition. We’ll also provide resume examples to help you get started.

If you didn’t find what you were looking for, be sure to check out our complete library of resume examples .

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Human Resources Business Partner

123 Main Street | Anytown, USA 99999 | Phone: (123) 456-7890 | Email: [email protected]

As a Human Resources Business Partner with 6+ years of experience, I bring a strong knowledge of HR functions and best practices to my role. I excel in managing all aspects of HR operations, including recruiting, onboarding, performance management, employee relations and policy development. I am passionate about helping businesses achieve their organizational goals and objectives through effective HR management. I have a proven track record of success in solving staffing challenges and developing creative strategies for improving employee engagement and satisfaction.

Core Skills :

Recruiting & onboarding
Employee relations & policy development
Performance management
Compensation & benefits
Organizational development
Team building & employee engagement
Conflict resolution
Change management

Professional Experience :

HR Business Partner, ABC Corporation – New York, NY (2015 – Present)

Acted as strategic partner and consultant to senior management on all HR matters
Developed and implemented HR strategies to improve employee engagement and satisfaction
Managed all aspects of recruitment, onboarding and employee relations
Provided guidance to managers on performance management and disciplinary actions
Developed and implemented compensation and benefits programs to retain top talent

HR Manager, XYZ Group – New York, NY (2013 – 2015)

Partnered with senior management to create and implement HR strategies
Created and updated policies and procedures to ensure adherence to relevant laws and regulations
Managed recruitment, onboarding and employee relations
Provided guidance and support to managers on performance management issues
Implemented compensation and benefits programs to improve employee engagement

Education :

M.S. in Human Resources Management, New York University, NY (2013) B.S. in Business Administration, New York University, NY (2010)

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Human Resources Business Partner Resume with No Experience

Recent Human Resources graduate with a Certificate in Human Resources Management, looking to leverage deep understanding of Human Resources policies, procedures and applicable laws to advance the mission of a progressive organization.
Possess strong organizational and interpersonal skills, as well as excellent communication skills, helping to build and foster relationships with employees and management.
Strong knowledge of Human Resources functions including recruiting, onboarding, policy enforcement, and employee relations
Excellent interpersonal, communication and organizational skills
Familiarity with applicable laws and regulations
Proficient in Microsoft Office Suite and other HR software
Ability to multitask and prioritize competing tasks

Responsibilities

Assist in the recruitment process by screening resumes and conducting interviews
Ensure completion of onboarding processes for new hires
Maintain employee records and ensure compliance with applicable laws and regulations
Provide advice and recommendations on employee policies and procedures
Provide guidance and support to management on employee relations
Develop and implement training programs and initiatives
Provide guidance and direction to managers on performance management and disciplinary actions
Conduct exit interviews and provide recommendations for improvement

Experience 0 Years

Level Junior

Education Bachelor’s

Human Resources Business Partner Resume with 2 Years of Experience

Highly organized and proactive Human Resources Business Partner with 2 years of experience building strong relationships with line managers, staff, and key stakeholders. Proven ability to manage employee relations issues in a professional and confidential manner. Excellent communication skills, including the ability to interact with people from all levels of organizations. Ability to analyze data to identify areas of improvement and develop strategies for increasing efficiency.

Employee Relations
Organizational Development
HR Policies & Procedures
Staffing & Talent Acquisition
Performance Management
Benefits & Compensation
Change Management
Communication & Interpersonal Skills
Data Analysis & Problem Solving

Responsibilities :

Partner with line managers and staff to address employee relations issues, provide guidance and advice on best HR practices, and ensure the organization is compliant with legal requirements.
Develop and implement HR policies and procedures to support the organization’s people strategy.
Lead the recruitment process, manage staffing requirements, and oversee the onboarding of new hires.
Conduct performance reviews, provide feedback to employees, and ensure staff are being developed and motivated to meet company objectives.
Administer benefits and compensation plans as well as oversee payroll processing.
Ensure organizational change is managed effectively and all stakeholders are informed of any changes.
Analyze data to identify trends and opportunities for improvement and develop strategies for increasing efficiency.

Experience 2+ Years

Human Resources Business Partner Resume with 5 Years of Experience

A results- driven Human Resources Business Partner with 5+ years of experience in providing strategic HR partnership to business units and leaders. Experienced in developing and executing HR plans to drive organizational growth, strengthen leadership, and maximize employee engagement. Skilled in change management, problem solving, and communication. Committed to creating cultures that embrace diversity and inclusion.

Employer Branding
Staff Development
HR Processes
Performance Improvement
Partner with business leaders to provide comprehensive HR support and consultation
Develop and implement customized HR programs and initiatives that drive business results
Manage the employee life cycle from recruitment, onboarding, and development to retention and exit
Facilitate career development and engagement by creating development plans, policies, and programs
Create and manage employee relations processes that foster a culture of inclusion and respect
Analyze current HR programs and processes to ensure compliance with labor laws and regulations
Develop and maintain strong relationships with key stakeholders to ensure the effective delivery of HR programs and initiatives.

Experience 5+ Years

Level Senior

Human Resources Business Partner Resume with 7 Years of Experience

I am an experienced Human Resources Business Partner with 7 years of experience in HR and organizational development. I have a strong background in recruitment, talent management, employee relations and change management. I have worked with various organizations to help create and maintain a successful and efficient workplace environment. My experience has enabled me to develop a strong understanding of the business and human resources needs of organizations. I am passionate about helping organizations reach their goals and I am committed to providing a positive, productive and successful workplace.

Recruitment and Selection
Talent Management
Strategic Planning
HR Policies and Procedures
Develop and implement HR strategies, policies and procedures in line with organizational goals
Support employees in their development and career progression
Manage end- to- end recruitment processes including job posting, interviewing and onboarding
Conduct performance management reviews and provide feedback and coaching to staff
Develop effective change management processes and lead change initiatives
Provide guidance on employee relations issues such as disciplinary actions and grievances
Identify training and development needs and organize training programs
Ensure compliance with employment laws and corporate policies
Analyze organizational trends, data and resources to support decision- making

Experience 7+ Years

Human Resources Business Partner Resume with 10 Years of Experience

A Human Resources Business Partner with 10 years of experience in the Human Resources field. I am highly skilled in Talent Management, Performance Management, Labor Relations, and Organizational Development. I have a proven track record of providing strategic direction, driving employee engagement, and developing successful teams. My strong analytical and problem- solving skills, coupled with my innate ability to build rapport and relationships, allow me to effectively work at all levels of an organization.

Labor Relations
Strategic Direction
Employee Engagement
Collaboration
Problem- Solving
Analytical Skills
Communication
Relationship Building
Developing and implementing Human Resources policies, procedures and systems.
Creating and managing budgets, ensuring that the department meets its financial objectives.
Developing and managing talent development and recruitment plans.
Coordinating and supporting the design and implementation of employee engagement strategies.
Working with management to address any employee relations issues, as well as providing mediation services.
Analyzing data to identify trends and provide recommendations on how to improve organizational effectiveness.
Collaborating with various departments to ensure that the organization’s objectives are met.
Developing performance management systems and providing feedback to employees.
Liaising with labor representatives regarding labor relations issues.
Developing and implementing change management processes.

Experience 10+ Years

Level Senior Manager

Education Master’s

Human Resources Business Partner Resume with 15 Years of Experience

A Human Resources Business Partner with 15 years of experience in a wide range of HR disciplines and an extensive understanding of the business world. Possessing a strong and well- rounded foundation of knowledge in various areas such as talent and performance management, employee relations, and organizational development. Skilled in implementing key HR initiatives and developing innovative solutions to complex business challenges. Proactive, organized and dedicated to creating an effective and efficient workplace, while maintaining a culture of employee satisfaction.

Conflict Resolution
Recruitment & Selection
Compliance & Legal
Compensation & Benefits
Project Management
Coaching & Mentoring
Establish, cultivate, and maintain relationships with key stakeholders, providing advice and guidance on human resources matters.
Develop and implement HR initiatives in line with the company’s objectives and in accordance to current labor laws.
Provide accurate and timely advice to management on employee related issues such as disciplinary action or grievances.
Develop and promote a positive work culture and environment, creating a positive rapport with employees.
Contribute to the development and implementation of strategies that are designed to improve the performance, culture and overall environment of the workplace.
Conduct recruitment and selection of qualified personnel.
Monitor performance and attendance, ensuring that employees are adhering to policies and procedures.
Provide coaching, mentoring and support to employees to ensure effective performance.
Create and manage compensation and benefit plans.
Analyze and recommend improvements to existing policies and procedures.
Ensure compliance with applicable laws and regulations.

Experience 15+ Years

Level Director

In addition to this, be sure to check out our resume templates , resume formats , cover letter examples , job description , and career advice pages for more helpful tips and advice.

What should be included in a Human Resources Business Partner resume?

A Human Resources Business Partner (HRBP) provides services to support the organization’s human capital strategies, from hiring and onboarding to leadership development and employee engagement. In order to meet this challenge, HRBPs need to have a wide range of expertise, from an understanding of HR best practices to a strategic mindset. As such, a Human Resources Business Partner resume should highlight a wide range of qualifications.

Here’s a list of key elements that should be included in a Human Resources Business Partner resume:

Experience: Showcase your experience in HR functions, such as recruitment, compensation and benefits, compliance, and employee relations.
Education: Highlight any relevant degrees or certifications, such as an MBA or SHRM-CP.
Skills: Showcase your leadership abilities, strong business acumen, analytical skills, and interpersonal communication skills.
Achievements: List any awards or recognition you have received for your work, such as “Top Performer” or “Best HRBP”.
Professional Affiliations: List any professional affiliations or certifications, such as SHRM or PHR.
Results: Showcase any positive results or metrics associated with your work, such as employee engagement surveys, cost savings, or retention rates.
Experience with Technology: Showcase any experience with HR technology, such as an HRIS or applicant tracking system.

What is a good summary for a Human Resources Business Partner resume?

A Human Resources Business Partner resume should provide a comprehensive overview of the candidate’s experience and qualifications. It should include the candidate’s professional background, education, accomplishments and specialties. The summary should highlight the candidate’s strong points and demonstrate how they can add value to an organization. It should also include information about the candidate’s experience in managing various human resources initiatives, policies and procedures. A good summary should also include the candidate’s experience in developing and maintaining positive relationships with employees and other stakeholders. Overall, a Human Resources Business Partner should be able to show their ability to lead and manage people, facilitate change and drive innovation.

What is a good objective for a Human Resources Business Partner resume?

The role of a Human Resources (HR) Business Partner requires a unique balance of soft skills and hard skills. As such, crafting a resume objective for this role requires thought and careful consideration. A good objective for a Human Resources Business Partner resume should focus on the following key points:

Demonstrate a clear understanding of business and HR strategies
Showcase your experience in aligning HR strategies with business objectives
Highlight your ability to identify and resolve conflicts between employees
Emphasize your commitment to creating and maintaining a positive work environment
Prove your knowledge of relevant employment laws
Demonstrate your experience in developing and implementing HR policies and programs
Demonstrate your ability to create and manage effective employee relationships
Showcase your ability to use data and analytics to inform decisions
Highlight your expertise in managing recruitment, onboarding, and performance management

By emphasizing any of these points, your objective should demonstrate to recruiters that you are well-suited for the role of a Human Resources Business Partner.

How do you list Human Resources Business Partner skills on a resume?

A Human Resources Business Partner (HRBP) is a role that requires a variety of skills and experience in both human resources and business operations. If you are seeking a job as an HRBP, it’s important to highlight these skills in your resume. Here are some key skills to include:

Strategic Planning: An HRBP needs to be able to think strategically and make decisions that help the organization meet its goals. This includes understanding the organization’s objectives, researching and analyzing data, and making recommendations for change.
Leadership: An HRBP needs to be an effective leader, able to motivate employees and manage their performance. This includes setting expectations and providing feedback, as well as creating development plans and implementing policies.
Communication: An HRBP needs to be able to communicate effectively with all levels of the organization, from the C-suite to individual employees. This includes both written and verbal communication, as well as the ability to listen and interpret feedback.
Problem-Solving: An HRBP needs to be able to identify problems and develop solutions. This includes being able to analyze data, identify trends, and evaluate the effectiveness of solutions.
Relationship Management: An HRBP needs to be able to build and maintain relationships with a wide range of stakeholders, from employees to external partners. This includes networking, building trust, and understanding different perspectives.
Compliance: An HRBP needs to understand the organization’s compliance requirements and ensure that they are met. This includes staying up to date on laws and regulations, as well as ensuring that policies and procedures are followed.

What skills should I put on my resume for Human Resources Business Partner?

When you’re preparing your resume for a Human Resources Business Partner role, you want to showcase your most relevant talents and experience that make you the perfect fit for the position. It’s important to list the right skills on your resume so that the hiring manager knows you’re the right person for the job.

To help you stand out, here’s a list of must-have skills to include on your resume for a Human Resources Business Partner role:

Strategic Thinking: As an HR Business Partner, you need to be able to think strategically about how to best support the business’ objectives. Demonstrate your ability to develop and implement plans that will move the company forward.
Communication: You will be interacting with executives and employees on a regular basis, so you need to possess strong written and verbal communication skills. Showcase your ability to communicate with clarity and poise.
Leadership: Highlight your ability to lead and motivate teams, and provide guidance. Show that you have the leadership skills to inspire people to reach their goals.
Relationship Building: You will be working with a variety of people, so showcase your ability to build and maintain relationships. Show that you have the ability to foster strong relationships with clients and colleagues.
Adaptability: It’s important that you can show the hiring manager that you can easily adapt to different situations and environments. Demonstrate your ability to think on your feet and find creative solutions.
Problem-Solving: As an HR Business Partner, you need to be able to think critically and come up with solutions to problems. Show your ability to quickly identify and solve problems.
Analytical Thinking: Highlight your ability to analyze data and draw meaningful conclusions. Showcase your analytical skills and how you can use them to make decisions.

By including these skills on your resume

Key takeaways for an Human Resources Business Partner resume

When it comes to crafting a compelling resume as a Human Resources Business Partner, there are certain key takeaways that you should be sure to include. Your resume should highlight your abilities to partner with a diverse range of stakeholders and staff, your ability to create innovative solutions in the workplace, and your understanding of the complexities of the HR field. Additionally, you should demonstrate your commitment to ethical and legal standards, as well as your knowledge of the latest trends in HR.
Including information about your previous experience in HR is a must. You should provide comprehensive details about the positions you have held, such as the type of HR responsibilities you had, the size of the organization you worked for, and the areas of the business you managed. You should also provide information about your achievements in each role and how they contributed to the success of the company.
You should also emphasize your knowledge of relevant HR regulations and laws, as well as any applicable HR policies. Additionally, you should emphasize your experience with HR analytics and metrics, as well as your ability to diagnose underlying issues and create solutions. Your resume should also focus on your skills in conflict resolution and interpersonal communication, as well as your ability to build relationships with different stakeholders.
Finally, it’s important to demonstrate the impact that you have had on the HR initiatives in your previous positions. This could include any changes you made that resulted in cost savings, increased efficiency, or a better workplace. By including this information on your resume, you can demonstrate to potential employers that you have the skills necessary to be a successful Human Resources Business Partner.

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HR Business Partner Resume Samples

An HR Business Partner is hired to oversee the human resources operations within the organization and also to ensure that they match with the business goals. Essential functions carried out are listed on the HR Business Partner Resume as follows – consulting with line management, analyzing the trends and metrics of the HR department, providing HR policy guidelines , identifying training needs of the team, evaluating training sessions , suggesting effective HR strategies or techniques; and working closely with management to enhance work relationships and productivity.

A candidate for this position should demonstrate these – strong understanding of multiple human resources disciplines such as compensation practices, employee relations, performance management, state employment laws and organizational diagnosis; familiarity with employment laws and HR best practices, and a thorough knowledge of labor legislation. Apart from having a degree in HR, Business or Psychology, the HR Business Partners are expected to have appropriate management qualification like CIPD certification or its equivalent.

Resume Samples
Human Resources
HR Business Partner

HR Business Partner Resume

Objective : Diplomatic, objective Human Resources professional with 15+ years (Employee Relations, Performance Management, Coaching and Counseling, Vendor Management/Relations, Training, Recruitment, HRIS, Payroll, Benefits, Compensation) of HR experience dedicated to promoting a positive, productive work environment for management and staff. Experience working in complex environments which require a high degree of confidentiality, discretion and diplomacy.

Skills : Fieldglass, Workday, PeopleSoft Human Resources, Lotus Notes, EVerify. Microsoft Office.

Description :

Provided guidance and analysis in regards to Human Resources policy and procedure for 800+ employees aligned with the Health Integrated Management Team.
Delivered HR expertise in the areas of people strategies, talent planning, performance management, compensation, investigations, resolution of employee relations issues, and management and administration of all HR policies.
Collaborated and integrated service delivery with HR enterprise counterparts to ensure consistency in philosophies and alignment with business goals and provide career management guidance and one-on-one counseling in the areas of writing annual summaries, including goal development, development actions and annual summaries, mentoring, career discussions, professional development plans, and salary management.
Provided leadership and education on firmwide behaviors, ethics and compliance, and overall HR policies and educate and counsel managers on employee relations issues to ensure fair treatment of staff and compliance with federal and state employment laws.
Lead talent planning sessions and advised managers on compensation decisions through job analysis and determination of internal equity and external competitiveness.
Examined HR data trends, developed client ready decks, and brief leadership on HR trends and People activities.
Worked proactively in the areas of diversity, attrition analysis and retention strategies, and change management and communications.

Sr. HR Business Partner Resume

Headline : Responsible for Serving as a strategic advisor and partner to the civil commercial group and health account clients on the firm's People Model, HR programs, policies, and people issues and provide HR support in the areas of people model activities, career management, employee relations and retention, employee motivation, people initiatives, organizational policies, and compensation.

Skills : Employee Relations, Performance Management, Talent Management & Development, Recruitment And Other HR Generalist And Business Partner Tasks.

Partnered with global managing directors and senior management teams to develop, recommend and provide solutions to Human Capital needs of the Group Asset Management Division consisting of over 350 employees globally.
Led change management initiatives including implementing new performance management processes, flexible work arrangements and driving creation of new business services teams reducing inefficiencies and improving performance.
Partnered with global Compensation teams to develop and deploy compensation strategies and plans attracting and rewarding employees based on business and employee performance, ensured alignment of compensation packages with local market practice for client groups and enhanced global market competitiveness.
Established solid working relationships with senior leaders and provided guidance related to: workforce planning; performance assessment, improvement and management; employee relations issues; and operational and personnel changes supporting organizational initiatives and activities.
Improved talent pool by assessing and developing a diverse blend of business leaders, managers and employees.
Conducted 360 performance evaluations and talent assessments and created opportunities for job rotations, job sharing, special assignments and team projects that enhanced development and performance.
Implemented focused activities for critical positions and top performers that supported their development, retention and succession planning globally.
Partnered with Talent Acquisition on headcount management, recruitment strategies and workforce redeployment.

Jr. HR Business Partner Resume

Objective : A highly accomplished and enterprising top human resources leader, with extensive experience in collaborating with internal parties to resolve issues. Evaluates trends and implements new initiatives to ensure an organization remains competitive within the marketplace. Continually identifies opportunities to reduce costs, realizing extensive fiscal savings. An integral leader, who secures short-term and long-term company success.

Skills : Native speaker in English and German.

Collaborated with executive leadership and operational leaders to achieve business goals while maintain compliance with federal and state regulatory divisions.
Partnered with various HR teams, as well as contributed to projects that included the implementation of a new HRIS system, created and implemented an employee handbook, revamping of on-boarding process, new hire orientation program, exit surveys, employee surveys and training.
Acted as internal consultant to assess organizational effectiveness, particularly related to employee retention, leadership, effectiveness and or engagement.
Identified and recommended opportunities for improvement.
Recommended outsourcing as needed such as a COBRA implementation through new HRIS system Developed organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.
Directed benefit programs that included Medical, Dental and Vision and all other supplemental programs.
Managed employee relations, unemployment claims, state and federal hospital audits, EEOC charges, DOL inquiries and investigations, and audits with favorable results.
Ensured compliance with Affirmative Action and diversity programs by monitoring of employment related actions to prevent discrimination from occurring or to detect it and eliminate it.

HR Business Partner/Generalist Resume

Objective : HR Professional with 15+ years of progressive HR experience within the technology and biopharmaceutical industries. Demonstrated ability to achieve results in a fast-paced, competitive environment with the ability to advise, influence, implement and guide clients to apply HR management principles and knowledge successfully to Executives, Managers and Employees. Team player with passion for career development and growth in an organization with excellent judgment and interpersonal skills to handle complex issues in fast paced environments.

Skills : Recruiting, Onboarding,Training.

HR Business Partner/Generalist Resume Format

Work with client leaders to efficiently and effectively execute all annual HR processes for client organizations.
Create innovative programs and solutions to maintain the get it done culture with an emphasis on helping each organization scale to achieve goals.
Consult with Managers to understand training and development needs across their functional groups in order to identify trends, patterns, etc, and presents recommendations as part of organizational training needs assessment.
Partners with client groups, help drive organizational assessments and planning, recruitment and selection, employee relations, employee engagement, organizational communications, etc.
Partners with hiring managers, recruiters, and compensation on job offers to ensure internal and external equity and competitiveness.
Work closely with Finance and hiring managers on approved headcount budgets Work with leadership team members by calibrations during annual Compensation Planning programs to ensure alignment of total rewards to performance.
Analyzes client incumbent data and establish the best plan of action for implementation including, the scope of implementation, tools and documentation and appropriate timeline.

Associate HR Business Partner Resume

Objective : Supply Chain Human Resources professional with experience in corporate, food manufacturing, and warehousing industries. Seeking HR position where ability and broad experience will help promote the overall business objectives and foster positive associates relations.

Skills : PeopleFluent Applicant Tracking System, Kronos, PeopleSoft.

Associate HR Business Partner Resume Example

Supports and works closely with EVP, Leadership, and 600+ employees providing HR guidance reflecting the business objectives of the organization.
Partner with 3 business units to develop overall business strategy and objectives.
Translate the business strategy and objectives into goals, plans and tactics that are aligned with business imperatives, while assuring compatibility with company's values, ethics and policies.
Provide expert guidance and support to department managers in all aspects of the recruitment, selection, compensation, promotion and other processes; including employee relations, performance appraisals, onboarding/orientation, human resource practices and interpretation of policies and procedures.
Counsel and coach employees and managers regarding HR issues, practice and policy including employee relations, performance management, facilitation of formal/informal complaints to resolution, disciplinary actions and terminations.
Manages and resolves complex employee relations issues by conducting effective, thorough and objective investigations.
Conduct an average of 60 employee relations quarterly.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.

Assistant HR Business Partner Resume

Objective : Demonstrated success in providing HR partnership and guidance to support shifting business priorities and ensure consistency in a dynamic manufacturing environment. Human Resources Business Partner with experience spanning employee relations and investigations, management counsel, acquisition and integration execution, policy analysis and implementation, HRIS comprehension and reporting, performance review and compensation guidance, staffing, and business unit benefits and payroll support.

Skills : Human Resources.

Assistant HR Business Partner Resume Format

Established HR presence and built rapport with staff in the states by annually visiting the various state offices in the Northeast and Southeast Region and spending time getting to know the work of the states.
Partnered with Senior HR Business Partners and Compensation and Benefits on various program and policy initiatives and changes to ensure client understanding and action where appropriate to include Performance Management Process/Planning, Salary Equity Audit and position title/career path/job changes.
Collaborated with HR functional teams to ensure the timely and efficient delivery of HR services to meet client needs including working with Training and Organizational Development to coordinate team building activities for state offices as requested.
Assisted managers during the Year-End Performance Review Process planning and participated in calibration sessions.
Assisted managers with reviewing Employee Opinion Survey results and developing action plans and follow through on activities for improvement.
Provided performance management guidance to line management (coaching, counseling, career development and disciplinary actions).
Managed and resolved employee relations issues while conducting effective, thorough and objective investigations.

HR Business Partner/HR Assistant Resume

Headline : HR professional with over seven years of progressive human resources experience in high tech, insurance, corporate and academic environments. Effectively delivers HR solutions with an enthusiastic and positive work style in support of organizational goals. Strong Generalist background with demonstrated expertise and proficiency in the following areas: employee relations, performance management, HRIS, State and Federal employment law, regulatory compliance, project management, payroll, benefits, and compensation.

Skills : Management, Leadership, Office Management, Human Resources, Emergency Management, Disater Preparedness, Technical Training, Microsoft Office product,. Counseling/Supervision.

HR Business Partner/HR Assistant Resume Example

Assist managers address employee relations issues through weighing risks and alternatives, exploring legal and company compliance concerns, and offering balanced recommendations.
Support managers with employee development and performance management issues, providing advice and guidance as needed.
Coach managers to enhance their leadership skills and proactively address associate morale and engagement.
Inform management of risks associated with current business practices and recommends improvements by providing expertise to management in local, state and federal employment laws.
Support and advise employees on various personnel matters such as leaves of absence, payroll, benefit administration, compensation, etc.
Manage employee relations issues by providing appropriate advice and guidance on conflict resolution, personal issues and other queries, while adhering to local, state and federal legislative guidelines as required.
Provide a venue for associates to provide feedback and express concerns in order to help build an open communication and trustworthy environment.
Counsel employees on various issues (performance issues and terminations, etc.) while maintaining an employer advocacy role.

HR Business Partner Manager Resume

Summary : An innovative professional with experience providing excellent customer service and HR expertise in a full range of business and operational functions. Successfully develop initiatives that align HR strategic programs to advance organizational objectives. Proven ability to work effectively under time sensitive deadlines while successfully managing concurrent assignments. Able to effectively communicate and influence change with all levels of staff.

Skills : Payroll, EEO, Diversity, HRIS, Deltek GCS Premier IVantage Taleo ADP Reportsmith E-Time Timeslips Microsoft Office Business Suite Business Information Gateway Vista Cherwell Ticket System.

HR Business Partner Manager Resume Template

Deliver HR expertise in the areas of people strategies, performance management, talent planning, employee relations, investigations and administration of HR policies.
Perform investigations into employee complaints and provide recommendations for corrective action while ensuring compliance with federal and state employment laws.
Partner with the Legal Department to document complaints and manage the off-boarding and termination process.
Counsel managers on resolving performance management issues, develop action items to assist staff with performance improvement and how to sustain improved performance results.
Facilitate the talent planning sessions and coach managers on performance expectations, communicate action items, provide compensation guidelines and ensure internal equity through job analysis.
Examine HR data and recommend action items based on trends.
Develop client ready presentations on HR function areas and brief Leadership on HR trends and ongoing People activities.
Partner with HR core groups to design effective HR programs that drive Leadership Development, Change Management, Compensation, Diversity Initiatives and Retention and Reward programs.

HR Business Partner III Resume

Summary : Comprehensive Experience in Human Resources and Compensation Customer service-focused consultant, achieving consistent promotions of increased visibility and responsibility. Successfully manage multiple projects with competing deadlines and priorities. Innovative and creative problem solver, gains commitment of peers and management by building collaborative partnerships.

Skills : SPHR certification.

Provide strategic and tactical support and direction to the business entity leadership on HR and business related issues; currently supporting 1200 employees.
Partner with business leaders in support of key people management processes such as recruiting and retaining key talent, talent development, talent review, succession planning, salary planning, etc.
Recommend new approaches, corrective actions, updates to policies and procedures to effect continual improvements in efficiency of department and services performed.
Provide day-today performance management guidance to leadership (coaching, counseling, career development, disciplinary actions, etc.).
Work closely with management and employees to improve employee engagement, build morale, and increase productivity and retention.
Assist with recruiting and staffing, training and development, compensation and benefits, and other HR processes and special projects.
Ensure compliance with all Rochester Regional Health policies, practices, and ethical standards.
Ensure compliance with applicable labor and employment laws in HR-related activities and problem resolution in order to mitigate litigation risk.

HR Business Partner II Resume

Objective : Strategic and innovative HR Business Partner who translates business vision into HR initiatives that improve performance, profitability, growth, and employee engagement. Empowering leader who supports companies and top leaders with a unique perspective and appreciation that people are every organization's greatest asset.

Skills : Human Resources, Employee Relations, Hr Policies & Procedures, HR Audit and Compliance.

Serve as HR business partner and subject matter expert to diverse client group that includes salaried professionals, and skilled trades.
Develop human resources solutions by collecting and analyzing information; recommending courses of action.
Provide professional and comprehensive human resources services.
Improve manager and employee performance by identifying and clarifying problems; evaluating potential solutions; implementing selected solution; coaching and counseling managers and employees.
Complete special projects by clarifying project objectives; setting timetables and schedules; conducting research; developing and organizing information; fulfilling transactions.
Prepare reports by collecting, analyzing, and summarizing data and trends.
Protect organization's value by maintaining professional and developing strong working relationships throughout the organization, and by maintaining discretion and confidentiality in all matters.
Comply with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforce adherence to requirements; advising management on needed actions.

HR Business Partner I Resume

Objective : HR Business Partner is responsible for a comprehensive range of HR functions. Providing HR services to the business through training, recruitment, performance management and employee benefits.

Skills : Microsoft Office, Human Resources.

Led daily HR functions supporting 50 employees and served as the HR Business Partner to the leadership team of this high growth company.
Developed coaching model for managers to help staff that were not performing and developed exit strategies for those employees who could not meet performance standards.
Assessed corporate culture as well as business and performance processes across the organization in order to create new organizational initiatives based on employee and management feedback.
Implemented a cross-functional workflow model for Senior Leadership Team and provided coaching on how to support their teams in transitioning to this new style of working.
Organized leadership training session with leadership coach to help team identify issues around culture and cross-team communication.
Worked closely with the CEO, CFO, and COO to create budgets and staffing plans to support aggressive growth strategy.
Streamlined talent management, leadership development and performance-based compensation processes within the organization.
Managed company transition to a Professional Employer Organization (Insperity).

Objective : Seeking a leadership position in Human Resources where I can utilize my excellent personal and analytical skills to be an effective servant leader to HR staff and promote a stronger relationship between HR staff and employees. I believe that the HR team, in conjunction with senior management, can grow and cultivate an atmosphere that allows employees to reach their full potential through positive reinforcement and engagement.

Skills : Human Resources, Planning Skills.

Ensure alignment with the mission, vision, strategic goals and priority projects for the organization.
Creates an atmosphere where HR is a trusted resource for employees and managers, respected for its expertise and called upon for consultation and support.
Creates a strong customer service culture in the HR department by encouraging opportunities to interact and build relationships with internal customers.
Champions business strategy and HR initiatives that support the strategy Provides thoughtful feedback and coaching to employees and managers in appropriate situations Identify best practices and organizational efficiencies.
Work closely with the Leadership team to drive elements of the Talent Management Strategy.
Plan and manage the recruitment, interviewing, hiring and orientation processes to maintain staffing levels with qualified candidates.
Oversee adherence to performance management including monitoring performance evaluations to make certain they are completed and submitted on a timely basis Actively identifies gaps, proposes and implement changes necessary to cover risks.

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Resume of HR Business Partner (HRBP)

Description

Shilpa is an experienced and results-driven HR business partner who aligns the HR initiatives and functions with business objectives and business needs. She has experience in human resources management aiding the organization in adding value to overall business objectives, providing HR solutions, resolving personnel grievances, retaining a talented workforce, and ensuring compliance with regulations.

Related Categories

Human Resource HR

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Resume Skills and Keywords for HR Business Partner

An HR Business Partner is a senior executive who focuses on utilizing human resources to assist a business unit in achieving its goals. HR business partners, also known as directors of HR engagement, are in charge of streamlining HR functions, reporting on HR metrics, improving workforce retention, predicting staffing needs, managing termination processes, managing risk, ensuring employee wellness, and ensuring compliance regulations

Skills required for HRBP role:

Employee Engagement
Organizational Development
Strategic Workforce Planning
Succession Planning
Leaders Onboarding
Leadership Development
Stakeholder Management
Payroll Processing
HR Policies & Procedures
HR Program/Project Management

What recruiters look for in an HR Business Partner resume:

Skills in resolving organizational challenges through people-related solutions
Experience in creating complete people strategy and partnering with cross-functional groups to drive execution.
Strong career in advising on staffing, onboarding, developing, motivating, retaining, and organizing resources

What can make your HR Business Partner resume stand out:

A strong summary that demonstrates your skills, experience and background in human resource management:

HR expert with over 2 decades of experience in a variety of HR disciplines Including Organizational Development, Employee Relations, and Payroll. Known for challenging the status quo in creating practical and focused strategies and solutions with the business to address challenges. Believes strongly in coaching and investing in people with a genuine desire to learn and succeed.

Targeted job description

Consult with line management and provide daily HR guidance
Analyze trends and metrics with the HR department
Resolve complex employee relations issues and address grievances
Work closely with management and employees to improve work relationships, build morale and increase productivity and retention

Related academic background

MBA (Human Resources) | UPES | 2000
B.Com | University Of Delhi | 1997

Sample Resume of HR Business Partner in Text Format

Shilpa Arya

HR Business Partner

978685555884 | [email protected] | https://www.linkedin.com/in/shilparya/

EMPLOYMENT HISTORY

HR Business Partner | RateGain, Noida 2017 - Present

Lead talent development, skills & capability planning, and promotion of diversity & inclusion.
Build the right human capabilities aligned with organization design and business requirements,
Work closely with the leadership team to set the roles & responsibilities across the organization
Identify the top talents in the organization, as well as build the succession pipeline and mitigation plan and strategies in case of talent gaps.
Define best approach and methods for solving complex problems, promoting the culture of Diversity & Inclusion

HR Director

Global Village Consulting, Jaipur | 2013 - 2017

Administered benefit programs, updating from manual to online open enrollments.
Assisted in the development and administration of a new compensation program to include job descriptions, market analyses, and salary tables.
Participated in salary surveys and conducted internal/external equity analyses.
Partnered with hiring managers to determine recruitment strategies.
Conducted investigations into employee relations issues and recommend conflict resolution. Partnered with managers to determine top performers and provide them with tools to grow them as leaders. Reviewed job descriptions to ensure responsibilities are accurately and completely reflected

Senior Human Resources Manager

Seekware Private Limited, Jaipur | 2009 - 2013

Addressed all employee harassment allegations, work complaints, and other concerns. Conducted exit interviews and verified that employment termination paperwork was completed.
Explained all of HR policies, procedures, laws, standards, and regulations to employees.
Networked with industry contacts, association memberships, and associates. Pre-screened all resumes prior to sending them to corporate hiring managers for consideration.
Facilitated all new employee orientations. Supported the annual employee evaluation program by preparing worksheets, communication materials and coordinating meetings.

Human Resources Manager

Serving Skill, Jaipur | 2003 - 2009

HR Coordinator

Quikruit Consulting, Jaipur | 2000 - 2003

EDUCATION

MBA (Human Resources) | UPES 2000

B.Com | University Of Delhi 1997

SKILLS

ASSOCIATIONS

Member | HR Association India 2022 - Present

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Work Experience

Compensation and benefits management, and
Provide HR leadership, partnership and expertise in support of several corporate teams with responsibilities in the following areas
Diagnosis and solution development for Employee Relations improvement opportunities
Associate Engagement Strategies
Compensation and Salary Planning, along with all Total Rewards initiatives (inclusive of Recognition programs/activities
High-level Talent Acquisition
Associate Retention Strategies
Workforce Planning for both Strategic and Operational Talent Fulfillment
Implement enterprise-wide HR initiatives, and balance with unique, local needs
Build HR Capability within Site HR team
Understand the strategic direction of the business to determine the human capital implications, and build and execute an annual plan to support that direction. This would include, determining the resources needed to execute the plan, communicating the plan with key stakeholders, partnering with HR COEs, and measuring success
Drive organizational effectiveness (culture, collaboration, communication, etc.) in JVs, acquisitions, integrations, and re-organizations through providing thought leadership and insightful data to guide decision making and deliver proactive solutions
Lead the planning and delivery of the change management components of high visibility projects and programs through effective review and analysis of critical data and in partnership with key leaders
Solve problems and get to the root cause of any issue, no matter how complex, and design and quickly implement solutions that cut across multiple disciplines
Bring experience and expertise to help the leadership team make decisions about succession planning, leadership development and moving talent around the organization
Partner with corporate Centers of Excellence (COEs) in the design and implementation of HR best practices within the areas of compensation, organizational development, recruiting, benefits and learning
Excellent communication and partnership with Executive and Senior Leadership team
Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations
Provide day to day performance management (coaching, counseling, career development, and disciplinary actions)
Experience in a call center, distribution center, or manufacturing environment
Coach and advise on a variety of components impacting employee experience:, employee relations concerns, first tier investigations, performance management, rewards and recognition, leaves of absence, local labor laws, compensation and benefits
Helping to create and execute initiatives to drive exceptional individual and team performance

Professional Skills

Proven experience and knowledge of dealing with complex employee relations cases as well as a strong understanding and experience of Indian employment law
Strong organizing and time management skills; ability to effectively manage multiple concurrent requests for support
Partner with the business on organizational design, workforce planning, succession planning and skills assessment
Analytical skills demonstrating the ability to extract, format, analyze and interpret data
Facilitation and training delivery skills required
Experience of making a significant contribution to business decision making, strategic planning discussions and operational aspects of the people agenda
Demonstrated success coaching, advising, and providing consultative support to leaders across multiple levels of a global tech organization

How to write Senior HR Business Partner Resume

Senior HR Business Partner role is responsible for business, leadership, organizational, interpersonal, influencing, organization, analytical, coaching, development, talent. To write great resume for senior hr business partner job, your resume must include:

Your contact information
Work experience
Skill listing

Contact Information For Senior HR Business Partner Resume

The section contact information is important in your senior hr business partner resume. The recruiter has to be able to contact you ASAP if they like to offer you the job. This is why you need to provide your:

First and last name
Telephone number

Work Experience in Your Senior HR Business Partner Resume

The section work experience is an essential part of your senior hr business partner resume. It’s the one thing the recruiter really cares about and pays the most attention to. This section, however, is not just a list of your previous senior hr business partner responsibilities. It's meant to present you as a wholesome candidate by showcasing your relevant accomplishments and should be tailored specifically to the particular senior hr business partner position you're applying to. The work experience section should be the detailed summary of your latest 3 or 4 positions.

Representative Senior HR Business Partner resume experience can include:

Strong communication skills in the local language (Czech), good communications skills in German and/or English, knowledge of Polish language advantage
Strong influencing skills, shaping solutions, navigating in white space, negotiation and consultative skills required
Office Experience – Microsoft Office, Reporting Skills, Verbal Communication, Administrative and Writing Skills
Solid interpersonal skills and the ability to effectively communicate both orally and in writing
Analytical mindset and technical skillset – excellent quantitative and problem solving skills
Exceptional organizational and multi-tasking skills required. Excellent project management skills

Education on a Senior HR Business Partner Resume

Make sure to make education a priority on your senior hr business partner resume. If you’ve been working for a few years and have a few solid positions to show, put your education after your senior hr business partner experience. For example, if you have a Ph.D in Neuroscience and a Master's in the same sphere, just list your Ph.D. Besides the doctorate, Master’s degrees go next, followed by Bachelor’s and finally, Associate’s degree.

Additional details to include:

School you graduated from
Major/ minor
Year of graduation
Location of school

These are the four additional pieces of information you should mention when listing your education on your resume.

Professional Skills in Senior HR Business Partner Resume

When listing skills on your senior hr business partner resume, remember always to be honest about your level of ability. Include the Skills section after experience.

Present the most important skills in your resume, there's a list of typical senior hr business partner skills:

Excellent technical skills including strong proficiency in Excel and demonstrated record of adaptability with new and emerging technologies
Exceptional communication skills with demonstrated problem-solving skills
Uses research methods effectively, including data collection, diagnostic, and analytical skills
Communicate effectively, including verbal, written and presentation skills
Effectively support and coach junior members of the team to provide a learning ground for them to progress effectively
Strong analytical and problem-solving skills with proven ability to organize, analyze and present data

List of Typical Experience For a Senior HR Business Partner Resume

Experience for senior hr business partner / director resume.

Good communication skills, problem solving skills,
Strong interpersonal skills & ability to build relationships and the confidence to manage these effectively
Excellent communication (verbal and written) skills and organizational consulting skills
Demonstrated experience with navigating ambiguity, managing change and helping others deal effectively with change management initiatives
Strong coaching, conflict resolution, relationship and team building skills, and a demonstrated ability to influence others
Demonstrated effective verbal and written communication, partnering, collaboration and negotiation skills

Experience For Senior HR Business Partner Medsurg, Europe Resume

Demonstrates excellent interpersonal communication and feedback skills
Strong interpersonal skills, excellent communication and able to deal with all levels of staff across the organization and network
An effective networker, with the ability to broker relationships across the business and HR, Excellent interpersonal skills in combination with high EQ
Excellent organizational, written, and verbal communication skills along with a strong attention to detail
Excellent coaching and development skills – of direct and indirect reports – and experience of delivering successfully in a matrix environment
Effectively uses consulting skills to partner with business leaders to drive organizational strategy & success
Great communication skills and fluent English language skills

Experience For Senior HR Business Partner Manager Resume

Excellent client service skills, strong organizational, interpersonal, verbal and written communication ability
Strong organization skills and the ability to successfully manage multiple priorities in a dynamic environment
Skills in counseling, consulting, and negotiating to interact effectively with all levels of employees throughout the organization
Communication, interpersonal and relationship management skills in order to work effectively with business and HR leaders and partners
Strong communication (oral and written) and interpersonal skills, with strong attention to detail
Planning and organizational skills are essential to be able to prioritize, assign, and coordinate among stakeholders
Outstanding interpersonal and influencing skills; demonstrated ability to develop relationships and influence at all levels within the organization
Experience effectively coaching, delivering constructive feedback, inspiring and developing staff

Experience For Operations Senior HR Business Partner Resume

Strong interviewing, analysis and critical thinking skills required
Provide coaching and guidance to Managers, and to support in the effective prioritization and delivery of an engaging team member experience
Effective written and oral communication skills used for analyzing and explaining complex issues clearly
Effective influencing, collaboration, change management, and interpersonal skills
Strong leadership ability, relationship development, influencing and persuasion skills
Strong communication, coaching, negotiation, presentation and data analysis skills
Strong analytical skills, including the ability to generate and analyze basic reports

Experience For AVP, Senior HR Business Partner Resume

Demonstrated flexibility and a customer-focused approach to work effectively and responsively within a fast changing environment
Effective communication - written, verbal and listening skills
Have excellent organizational and multi-tasking skills
Strong analytic skills and superior ability to problem-solve complex issues
Partner with senior leadership using strong influencing skills and providing HR guidance and solutions on hiring, organizational change, culture and much more
Strong verbal and written communication skills, including coaching and counseling staff and management at all levels
Excellent skills in standard work systems and SOPs; Knowledgeable in Microsoft systems: Word, PPT, and Excel
Good interpersonal and organization skills, self-driven, has business acumen
Strong communication, motivation, and leadership skills

Experience For Global Senior HR Business Partner Resume

Strong collaboration skills with all levels within the organization
Realted expereince in Human Resources, strong Generalist Skills
Proven skills in coaching and performance management,
Proven and progressive HR experience; consulting experience would be desirable
Strong coaching and business partnering skills
Strong partnering, project management, consultation, collaboration, and influencing skills
Able to operate effectively at both strategic and tactical levels bringing practical insights and follow through
Strong interpersonal skills to drive for results

Experience For Senior HR Business Partner Marketing & Sales Resume

Excellent communication skills in English (verbal and written) a pre-requisite
Strong organisation and project management skills to deliver quality work within a fast paced environment
Strong intellect, business acumen, and analytical skills
Strong written, verbal, and overall communication skills
Results-oriented with excellent organizational and project management skills
Excellent written and spoken communication skills in Japanese and English

Experience For Senior HR Business Partner, Japan Resume

Demonstrated skills in various HR functional areas with the ability to work at all levels of the HR “stack” (strategic, operational and tactical)
Excellent time management skills & an ability to work to deadlines
Proven track record of working effectively with multiple level stakeholders requiring an autonomous, decision-making approach
Excellent influencing, relationship building and communication skills
Proven HR business partner skills

Experience For Group Senior HR Business Partner Resume

Demonstrated project management skills and ability to drive programs independently
Demonstrates a commitment to customer service; anticipates and exceeds expectations by solving problems quickly and effectively
Exceptional time and priority management skills
Strong Microsoft Word & Excel skills
Strong Project Management Skills and ability to manage complex projects with multiple stakeholders in a fast-paced environment
Proven HR experience (preferably HR business partner experience)
Advanced skills in managing employee relations issues and very good knowledge of employment laws
Excellent verbal and written communication skills in a variety of communication settings

Experience For Senior HR Business Partner for Product Division Resume

Strong recruitment skills
Strong HR generalist experience with a solid understanding of compensation & benefits
Excellent verbal, written and interpersonal communication skills with employees at all levels and cultures of the organization
Excellent Talent Management skills
Demonstrated ability to be collaborative, build relationships and influencing skills
Strong consultative, interpersonal, leadership, and communication skills

List of Typical Skills For a Senior HR Business Partner Resume

Skills for senior hr business partner / director resume.

Strong influencing skills and coaching skills for work with line managers
Strong ability to communicate effectively, including verbal, written and presentation skills
Proven effective project management skills and ability to balance multiple priorities
Compelling Communication and Influence Skills (including written, verbal and presentation skills
Demonstrated experience effectively leading change efforts

Skills For Senior HR Business Partner Medsurg, Europe Resume

Demonstrated leadership skills and ability to build and foster strong relationships with peers and client business leaders
Good time management, prioritisation and organisational skills
Proven influencing, judgment, decision making and cooperative problem solving skills
Proven coaching, counseling and facilitation skills
Experience working in a global/international matrixed structure and experience of building strong relationships with remote stakeholders

Skills For Senior HR Business Partner Manager Resume

Strong analytical and problem-solving skills with ability to organize and analyze data and recommend data-driven solutions
Experience of recruiting in the Justice, Healthcare or Skills sector
Personal Effectiveness Skills (Manages Work and Resources to Achieve Results, Embraces Learning)
Developed personal credibility through strong communication skills, achieving results, and trusted collaborations
Strong analytical skills and the ability to influence using data
Strong assertiveness, leadership courage, influence, planning, organization, collaboration and stakeholder management skills
Good influencing and leadership skills
Effective English communication skills - written, verbal and listening

Skills For Operations Senior HR Business Partner Resume

Effective diagnostic and problem solving skills and an emphasis in measures and management of organizational and process performance
Executive presence and strong communications skills, and ability to influence at the senior leadership level
Attention to detail and strong organizational and analytical skills required
Strong communication skills, ability to solve problems, assertive, focused on execution and results driven
Operate effectively within a highly matrixed organisaiton
Superior Program/Project/Process Management skills & experience
Strong computer skills (Microsoft Suite & HRIS)

Skills For AVP, Senior HR Business Partner Resume

Consultation and negotiation skills with proven ability to engage and influence senior partners
Successful experience consulting with all levels of management, able to effectively build relationships by establishing trust and credibility
Experiences in HR having skills in recruitment, talent management, industrial relations, employee relations & compliance
Strong process /project management and analytical skills
Strong organizational skills, detail oriented and extreme accuracy is required
Building strong relationships with key stakeholders, coaching and consulting leaders on effective performance improvement and talent development
Influencing and counseling skills

Skills For Global Senior HR Business Partner Resume

Teambuilding and organisational development skills
Having the technical skills and foundational knowledge to run reports, analyze data and act upon it
Generalist HR experience including policy writing, solid exposure to Industrial Relations / Labour Relations including mitigating and resolving labour disputes
Generalist HR experience including policy writing, solid exposure to Industrial Relations / Labor Relations including mitigating and resolving labor disputes
Possesses key process skills such as consulting, problem-solving, evaluation/diagnosis, workshop and meeting design and facilitation
Demonstrated experience in fostering a collaborative working environment between individuals and teams through coaching & personal example

Skills For Senior HR Business Partner Marketing & Sales Resume

Proven experience developing and implementing tailored, unique strategic recruiting strategies
Coach key business leaders on leading and managing their organizations effectively with a high level of employee engagement
Work with and influence business leaders. Advanced persuasion and negotiating skills when working with internal/ external customers
Use diagnostic and consultative organization design and development skills to assist in developing and identifying the next generation of leaders
Demonstrated experience and success in helping managers align human resources planning and business strategy
Proven experience managing staff and working at senior management level
Advanced problem solving and analytical skills coupled with strategic thinking

Skills For Senior HR Business Partner, Japan Resume

Partner w/ business on organizational design, workforce planning, succession planning, and skills assessment
Able to hold yourselfand othersaccountable to meet commitments by effectively managing your own time and meeting deadlines
Ensure HR programs and plans are aligned to the business priorities and monitor effectiveness through the tracking of key measurements
Functional experience and demonstrated success in OD/OE concepts and practices including strategy
HR Management expertise (5+ years solid experience in business partnering )
Positively influence and provide sound advice (consulting skills)
Human Resources experience including strategic support of senior executives to align HR practices with business priorities
Exceptional coaching skills and the confidence to influence key decision makers

Skills For Group Senior HR Business Partner Resume

Business driven, people focused with exceptional communication & influencing skills
Good understanding and experience in all facets of the Human Resources discipline
Build performance management capabilities by coaching leaders to effectively address performance
Strong business orientation and demonstrated success at driving business results through human resource based solutions
Partner with Talent Acquisition to drive the strategy for acquiring new sets of skills and capabilities
Use critical thinking and analytical skills regularly to identify issues and trends, develop solutions and/or recommendations to address root cause

Skills For Senior HR Business Partner for Product Division Resume

Design and deliver cross-functional training for all employees to build and enhance commercial capability and broaden skillset
Demonstrate effective level of business literacy and understanding of internal client groups
Effectively communicate with business partners to achieve desired outcome
Be resourceful, self educate, and manage projects effectively
Excellent knowledge of HR operations, administration, and HRIS experience
Demonstrates strong foundation of business fundamentals, measurement, and business finance

List of Typical Responsibilities For a Senior HR Business Partner Resume

Responsibilities for senior hr business partner / director resume.

Develop a strategic HR framework that is aligned with the Company’s broader HR strategy, and is focused on the areas of talent acquisition, performance management, employee engagement and succession planning in support of Ticketmaster NA’s short and long-term business goals and strategies
Develop/facilitate training and development initiatives to enhance the caliber of the current talent pool and infuse new competencies in support of the Ticketmaster NA’s technological advancement
Demonstrated success in an HR Leadership role in developing and leading HR initiatives, policies, processes and best practices that support business goals and strategies within technology or ecommerce organizations (#2 in a large software or eCommerce organization or #1 in a midsize software or eCommerce organization)
Track record of support for company strategies through developing (not simply implementing) innovative HR processes and initiatives which are effective and results-focused
Skilled at partnering with business clients at all levels and in balancing the role as a liaison between HR and client groups including understanding and managing the priorities of the company
Strong internal and external client service focus; comfortable working in an environment which demands strong deliverables along with the ability to identify issues, and develop appropriate solutions

Responsibilities For Senior HR Business Partner Medsurg, Europe Resume

Strong data extraction, analytical and problem solving skills; ability to work with large, complex data sets; Excel skills are required
Excellent verbal and written communication skills, and effective problem solving ability
Strong problem solving skills, with a demonstrated ability to manage at both the tactical and strategic levels in a complex, global environment
Effective communicator, excellent interpersonal skills with an ability to achieve results through influencing others
Demonstrated strategic thinking, leadership capabilities, objective setting, and measurement skills
Track record of making change happen:can successfully lead and implement big change programmes by using strong change management and project management skills

Responsibilities For Senior HR Business Partner Manager Resume

Strong computer skills in MS Office products, especially in Excel
Proven ability to interact effectively within and outside the organization
Implement solutions that are cost effective, relevant and leverage the Human Resources team effectively
Excellent written, interpersonal and communication skills with professional staff, senior level executives and the community at large
Demonstrated ability to deal directly with client leads to build consensus, establish trust, communicate effectively and foster culture change
Excellent consultative and influencing skills
Proven relationship management and collaboration skills required
Strong talent assessment skills

Responsibilities For Operations Senior HR Business Partner Resume

Excellent leadership skills and Business acumen and commercial awareness
Consultative approach and strong facilitation skills
Strong Analytical skills, with the ability to understand commercial implications of HR activities
Excellent verbal and email communication skills at all levels of an organization
Outstanding verbal and written communication skills; delivers clear, concise, and influential messages
Planning, organizational and Change Management Skills

Responsibilities For AVP, Senior HR Business Partner Resume

Ability and proven experience in communicating, influencing and advising clients at all levels of the organization, including executives
Provide ongoing coaching and influence to business leaders on leading and managing their organizations effectively
Partnership skills: coaching, influencing, problem solving, consulting
Proven track record of attracting, assessing and developing strong talent at all levels of the organization
HR generalist experience including building strong business partner relationships
Related experience as human resources professional, with experience working with and influencing senior executives in a technical startup
Partners with the Talent Acquisition Manager and local hiring managers to effectively recruit for open positions in region while staying cognizant of budget
Demonstrated experience supporting global clients and navigating in a global HR workforce
Proven ability to prioritize, meet deadlines, being involved in a decision making

Responsibilities For Global Senior HR Business Partner Resume

CIPD qualified (or equivalent) with evidence of further education being beneficial and strong working knowledge of Microsoft Project Management tools
In HR management working within a variety of functions. Exceptional communication, problem solving and interpersonal skills
Knowledge of training design and delivery; prior training experience
Significant demonstrated experience defining and leading change management programs
Proven experience using data to drive decision-making
Partner with business on organizational design, workforce planning, succession planning, and skills development

Responsibilities For Senior HR Business Partner Marketing & Sales Resume

Proven experience of building and maintaining relationships
Knowledge of talent acquisition techniques, including recruitment, interviewing skills, and selection
Diagnose problems using strategic thinking skills
Demonstrated high performance and agility during rapidly changing business priorities
Proven track record of building and managing strong collaborative relationships
Advanced skills in conducting workplace investigations and knowledge of legal laws and issues relating to investigations
Related experience including at least 5 years of management experience
Experience working as an HR Business Partner with all levels of the organization with proven ability to interface well with all leadership levels
Demonstrated track record of developing effective relationships across all levels of the organisation and with diverse client groups

Responsibilities For Senior HR Business Partner, Japan Resume

High level of interpersonal and relationship building skills
Deliver added value and impact by using effectively the classic HR processes and instruments
Demonstrated experience managing Benefits & Leave Administration
TeamPlayer, Eager and Willing to Add to Their Knowledge Base and Skills, Flexible, with an Aptitude to Learn
Proven ability to develop a good understanding of business issues and how to identify and deliver
Substantial business acumen and comprehensive understanding of the link between HR and business strategy to effectively consult with management
Site HR leadership experience and/or previous experience leading HR teams
Work effectively with external vendors and internal key stakeholders including Senior Management

Responsibilities For Group Senior HR Business Partner Resume

Manage multiple complex projects simultaneously and effectively to meet frequently changing business-driven timelines
Prior recruiting experience and the ability to develop creative business solutions
Proven ability to work in a changing, fast-paced environment and manage multiple priorities simultaneously
Experience as a human resources business partner with at least 3 years’ experience driving strategic HR initiatives
Demonstrated experience leading broad organizational development initiatives
Demonstrated business partnering and relationship management experience at all levels
Demonstrated coaching and advisory experience
Experience in an HR professional role evidencing strong HR generalist acumen

Responsibilities For Senior HR Business Partner for Product Division Resume

Demonstrated experience leading broad organizational development initiatives for business
Experience innovating to drive dramatic improvement to the employee experience
Experience in HR, including 3+ years’ experience in an HR business partner role
First class influencing and negotiation skills
Accountable to ensure dedicated organization is ‘future proofed’ and is capable to effectively cope with the changing environment
Excellent business, financial and global acumen, enabling a strong partnership with finance and other key functions
Strong experience in HR business partnering in dynamic, fast paced, MNCs

Related to Senior HR Business Partner Resume Samples

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Director, HR Business Partner Resume Samples

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Guide the recruiter to the conclusion that you are the best candidate for the director, hr business partner job. It’s actually very simple. Tailor your resume by picking relevant responsibilities from the examples below and then add your accomplishments. This way, you can position yourself in the best way to get hired.

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Advise and influence all levels of management on performance management, organizational development and effectiveness, and management effectiveness
Work closely with the Global HR team to provide back-up and support, share best practices and discuss issues, and participate in new program development
Focus on organizational learning and development that encourages leadership and employees alike for improvement
Partner with senior executives and management to develop and drive plans that optimize talent, structure, process and culture across the division
Strengthen the leadership team of each function by providing coaching and leadership development to executives
Demonstrated capabilities in developing and leveraging HR metrics to guide HR effectiveness
Facilitates development of the client group’s integrated people plan and ensures alignment with the strategic plans of the organization
Provide performance management guidance to line management (coaching, counseling, career development, disciplinary actions)
Provide guidance and input on business unit restructures, workforce planning, HIPO identification/development, and succession planning
Work closely with management and employees to improve employee relations, build morale, increase productivity and retention
Serve as a coach and guide to the leadership team on issues related to human capital strategy, talent development, career development and performance
Participate in special projects with Senior Business and HR Leaders concerning strategic workforce planning, workforce development and reduction
Work with managers and employees in identifying and addressing performance related issues
Leverage tools and systems e.g.; Workforce Dashboard, Workday to perform analytics in support of business strategy
Serve as a strategic business partner to senior leadership focused on a broad-based and transformational talent agenda designed to recruit, develop and retain the very best innovative talent in the business
Provide proactive and strategic guidance and support for organizational planning and development initiatives that align the human resources agenda in support of key business strategies and initiatives in client groups
Drive an effective client-service HR team that instills company-wide trust and value for the HR function
Ensure that human resource costs and services are aligned with organizational goals
Ensure alignment of CSG program work with key programs of the enterprise, including TNG, CREF Money Market, OTOV and IPPM
Drive Cost Per Participant savings via standardization, automation, adoption rates, auto functionality and digital services in order to achieve long-term scale
Complete a multi-year roadmap across people, process and technology components of enterprise prioritized focus areas
Three or more years of experience as an HRBP/Generalist
Proven ability to create successful internal partnerships to support business initiatives
Successful demonstration of skills as an HR strategic advisor, trusted partner, and change agent; ability to apply analytical thinking, HR consulting skills, and contracting and influencing skills to contribute to an organization’s success
A broad understanding of Finance and Actuarial competencies, job responsibilities, and industry best practices as it relates to structure and talent
7-10 years progressive HR generalist and business partner experience
Proven ability to succeed in an entrepreneurial, service-oriented environment with multiple office locations across the globe; experience working with diverse populations
Strong understanding of traditional HR tools: staffing, organization design, performance management, HR measurement and legal compliance
Depth of experience in employee relations, investigations, accommodations, etc. Ability to navigate complex employee situations
Ability and willingness to be both strategic and tactical
Strong influencing and coaching skills for leaders and managers on handling a variety of workplace issues and concerns

15 Director, HR Business Partner resume templates

Director, HR Business Partner Resume Sample

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Thinks strategically in a complex business environment. Develops and executes human capital strategic plans that align with Finance and Actuarial needs and enterprise HR priorities
Offers objective and balanced advice to leaders on business challenges and people implications, leadership effectiveness, culture, and alignment of area-specific people programs with enterprise HR programs
Works with the business and partners with HR COE to ensure understanding of Finance and Actuarial work, roles, plans and business needs, and to generate and execute on long-term strategies and near-term solutions
Partners closely with Talent Acquisition to deliver the creation and execution of a targeted Finance and Actuarial-specific recruitment strategy
Demonstrates effective oral and written communication; delivers broad based communications of policy and process updates to Finance and Actuarial as needed
Five or more years of HR related experience is required
Demonstrated knowledge of core HR functions such as talent acquisition, talent management, organizational development, compensation, diversity & inclusion, and employee relations required
Successful demonstration of skills as an HR strategic advisor, trusted partner, and change agent; ability to apply analytical thinking, HR consulting skills, and contracting and influencing skills to contribute to an organization’s success
Experience leading and driving change is required
Previous experience preparing and delivering presentation using HR information and PowerPoint is required
Professional designations, e.g., PHR, CCP, SPHR etc. preferred

Senior Director & HR Business Partner DTC Resume Examples & Samples

Identify critical capabilities and platforms to be developed that can be leveraged by Brand teams regionally and globally
Develop global DTC human capital strategies focused on identifying and developing critical capabilities and skills around talent and talent management and scaling them into each Brand as appropriate
Identify opportunities to align DTC people business practices regionally/globally
Work with Brand and Coalition HR Business Partners and Business Leaders within each brand/region to prioritize, develop, and maximize and leverage capabilities to enhance long term performance Specific areas of focus: talent acquisition approaches, talent on-boarding approaches, associate training and development, retail management development, time and attendance and administrative process streamlining opportunities, connecting retail associates to Brands and to VF, associate engagement, succession and pipeline development across DTC disciplines
Identify bright spots and best practices on people management and organizational development in VF’s DTC organizations and facilitates the sharing and scaling of these
Maximize internal talent across VF’s Direct to Consumer business. Identify performance gaps and opportunities, diagnoses root cause, and develop enterprise wide solutions that can be leveraged and maximized regionally/globally
In collaboration with the Talent Acquisition Center of Expertise, source new innovations around the Talent Pipeline, and where to source the best talent, including vendor partnerships ensuring strategic sourcing of top talent
Coordinate with delivery teams to execute regionally/globally consistent initiatives and programs to ensure long term success that provides a competitive advantage
Partner with VF’s Total Rewards teams to asses and develop competitive and consistent strategies around compensation and benefits that support each brand, by consumer space, and region. Develop, in partnership with Coalition HR BPs and Compensation, minimum wage and other total reward strategies
Leverage and translate HR analytics related to DTC to HR Business Partners, DTC function and Business leaders regionally/globally, identifying trends, issues and opportunities
Key role in HR DTC governance process
Collaborate with HR colleagues and service providers to assess organizational effectiveness and to build the HR business plan supporting the overall business strategy
Lead the implementation of the HR business plan and the delivery of all HR-related programs and services
Drive the business unit talent agenda by ensuring thoughtful assessment, people development and bench/succession planning
Lead implementation of company-wide foundational capability initiatives within client groups
Support business unit and company-level change efforts by leveraging tools, training and resources
Build team effectiveness by designing and delivering small scale, organizational interventions specific to the unique requirements of the business unit
Ensure that all human resources practices are in compliance with regulatory and legal requirements, company standards and values
Minimum 10 years experience as a Human Resources generalist
Strong leadership ability to champion important issues as well as work collaboratively with business and HR partners
Ability to understand and implement business strategy and to deliver supporting HR programs and practices
Ability to inspire confidence and quickly capture the trust and respect of the leadership team, HR peers, and employees
The combined capabilities to think and act strategically while managing the details of program and policy delivery
Bachelor’s degree in HR, Business or related discipline
Proficiency using Microsoft Office applications (Excel, PowerPoint, Word, Outlook)
Superior communication and consulting skills

Executive Director, HR Business Partner Mac Resume Examples & Samples

The successful candidate will have a minimum of 10 years of senior level human resources business experience, with at least five years of direct partnership with a business to drive measurable results. Demonstrated strong business acumen, operational skills, and successful partnership with line operations
Significant leadership presence and leadership courage required in this highly visible role
Deep generalist and HR business partner experience is critical for success, with exposure to all core functions within the discipline and with increasing scope. Significant transformation and change management work is required
Skilled in navigating highly complex organizations
Ability to work in changing environments, see through complexity, and strategically promote an inclusive/diverse workforce
Excellent collaboration, influencing, project management, organizational, and change agent skills
Experience in a global environment is critical. Any global and multi-country responsibility with extensive travel and cultural sensitivity is ideal
Demonstrated ability to drive the HR strategic agenda using knowledge of the organization and its employee

Senior Director, HR Business Partner Resume Examples & Samples

Over ten years of human resources leadership with exposure to an innovative business, one that continues to reinvent their business proposition. Industry is open with a preference for the consumer, financial services or technology industry. Multi-company experience is strongly preferred
Over seven years of successful business partnership at a divisional/executive level, with proven success in linking HR strategies to the business
Proven ability to operate strategically and have a hands-on approach
Successful implementation of operational and strategic HR programs and processes across a dispersed region. Possess strong influencing and interpersonal skills, honed in a demanding and high performing work environment
A bachelor’s degree is required. A master’s degree, in a related field, is preferred
Ability to think strategically, synthesize business data and develop innovative and holistic HR solutions that are forward thinking and growth oriented
Resilience to work within a complex organization and find creative solutions
Demonstrated written and verbal communication skills
Ability to travel 20% of time

Senior Director HR Business Partner Resume Examples & Samples

Viewed as a transformational HR leader who thrives in ambiguous and ever changing situations
Influential leader with all levels, including executives
Demonstrates high level strategic expertise
Future oriented and has broad knowledge and perspective
Ability to communicate a compelling and inspired vision or sense of core purpose
Energized by complex business problems where analysis of situation or data requires evaluation of intangible factors
Sensitive to how people/ organizations function and can maneuver through complex situations effectively
Ability to flex personal style easily to meet customers/employees needs
Strong communication ability (up, down and laterally) – both verbal and written
Global business experience a plus
Ensure that strategic human capital goals and initiatives in client groups align as appropriate cross the broader organization
15+ years of human resources leadership with exposure to an innovative business, one that continues to reinvent their business proposition. Industry is open with a preference for the consumer, financial services or technology industry. Multi-company experience is strongly preferred
10+ years of successful business partnership at a divisional/executive level, with proven success in linking HR strategies to the business
Lead our performance management practice within an assigned client group, helping managers set performance expectations, supporting managers to give coaching and feedback, and driving the year-end assessment process to completion
Support leadership development and top talent development programs
Generate insights and recommendations from collected data
Manage employee relations issues and counsel managers regarding HR policies
Conduct employee investigations
Bachelor’s degree is required. Undergraduate or graduate work in HR preferred
Minimum 7 years experience in a related HR role
Experience providing employee consultation, employee relations, human capital planning, talent management and career planning
Demonstrated ability to build positive client relationships and influence all levels of the organization
Comfortable working with an interdependent team, and comfortable with shifting priorities
8 or more years of experience in a fast-paced, performance-driven culture
HR-related MA degree or HR Certification (e.g., SPHR, SHRM-SCP, GPHR)
Previous experience working in a matrix environment
Experienced at developing and delivering presentations for broad audiences including executive leaders
Previous experience managing competing priorities
Demonstrated knowledge of end to end HR business operations and processes
Global and M&A experience strongly preferred
Advanced problem-solving skills with the ability to work cross-functionally to resolve issues and generate results among potentially conflicting constituencies
Personality that fits a fast-paced, energetic and proactive organization
Recognized thought leader and innovator in multiple areas across HR
Must be self-driven and detail-oriented, organized and able to prioritize multiple tasks
Proven ability to work in a team environment
Exceptional verbal and written communication and presentation skills to both internal and external clients
Ability to build strong relationships with peers
©2015 Teachers Insurance and Annuity Association of America-College Retirement Equities Fund (TIAA-CREF), 730 Third Avenue, New York, NY 10017 C23921
Address key foundational and transactional components, across plan data, workflow, on-boarding, money-in, and money-out, needed to significantly advance development of a fully scalable operating model
Partners closely with the Head of Client Services Group to develop and implement a comprehensive employee engagement campaign to build buy-in and commitment to achieve breakthrough improvements in cross-business processes. Partners with HR COE’s to align HR lifecycle processes and employee behavior to target state business process and operating model changes
Collaborates to build talent pipeline and fill open roles with talent who possess critical skills to lead the transformation of CSG. Provides strategic HR consulting identifies key workforce challenges and employee and business priorities and is responsible for the development, execution and management of the CSG Human Capital Plan for the business areas
Leverages the leadership and knowledge of their COE partners to develop a business-oriented Human Capital Plan, aligned with overall HR strategy, synchronized with the COEs, and designed to accelerate business outcomes
Accountable for organization development and effectiveness for assigned businesses. Engaging COE partners as appropriate, responsible to diagnose, identify scope of change and identify interventions needed to improve organizational effectiveness. Designs future state changes (people, process, and structure), prepares change plans, and works with leaders to implement. Drives leadership effectiveness for assigned businesses
Diagnoses performance issues with the business at the leadership level, and works with business leaders and COE partners to prepare solutions and support implementation
May be responsible for the leadership and execution of enterprise initiatives and projects. Leverages cross-organizational partnerships in support of enterprise programs that improve the customer experience and employee engagement (i.e. One IRA, SRK/MVAS Build Out, OTOV, D2D, Culture of Compliance, Management training, etc.)
Effective in managing people, budgets, expenses, processes and tools associated with such initiatives and projects; ability to influence and present compelling rationale for change
Engrains a process improvement mindset in the culture and utilizes multiple levers to increase capacity and drive scale for growth. Serves as a balanced neutral advisor to their business leaders; viewed as an executive coach, or complement to an external coach
Participates in enterprise business planning and operations; champions an enterprise culture of continuous improvement, ensuring the appropriate talent structure, engagement model, performance management and recognition systems are in place to support the strategic objectives of the organization
Talent Management, Organizational Development and Change Management background with proven experience driving transformational change
10 or more years of general management experience in human resources or related functions, e.g., employee relations, compensation, staffing, generalist responsibilities, benefit administration, information systems, training and development, etc
Previous management experience overseeing and developing a team of professionals
Excellent verbal and written communication skills – can communicate complex concepts and recommendations into simple and compelling presentations

Director HR, Business Partner Resume Examples & Samples

Contribute to the development of the organization’s strategic plans and objectives
Drive organization HR strategy through creation of the Human Resource Plan to meet organization objectives
Act as a strategic business partner, change agent and member of the line management staff
Drive organizational structure, content of jobs, and establishment of performance standards within the client group. Manage company-wide and organization-wide HR programs and initiatives (e.g., compensation & benefit review, equity programs, workforce planning, training & development, retention and engagement strategies, and organizational change) within client group. Ensure desired behaviors are identified and reinforced in total reward programs and professional development programs
Partner with HR functional specialists in training, compensation, organizational design, and staffing as appropriate to help drive organizational initiatives
Effectively facilitate acquisitions, organizational restructures, and staffing within the client group
Ensure comprehensive development and succession plans are in place for key positions. Drive manager and employee development efforts throughout client groups including leading skills development workshops, encouraging participation in training and development, and working with managers to create individual professional development plans
Facilitate organization and leadership development efforts to address root causes of human resources issues. Coach managers and employees at all levels within client groups on a variety of topics including management skills, organizational effectiveness, professionalism, conflict management, and communications
Influence senior management across the company to clarify and resolve cross-organizational business and communication issues and improve overall organizational effectiveness
Maintain a partnership with geo based HR team and the HR functional groups to strengthen the effectiveness of worldwide HR community
May have direct reports
Support the global Business Unit, with staff across multiple locations including US & International; partner with Business Leaders in developing and executing the people components of the business unit strategy
Use understanding of business needs to help shape the HR Strategy and Objectives across Shire
Support the resolution of complex people and employee relations issues, escalated within agreed governance models including providing clear coaching to business leaders
Actively contribute to people related strategy across Global Commercial functions and the broader Shire HR strategy, including involvement in key programs and projects
Be an active partner and colleague to the Global Commercial HR team and COE partners
Plan for potential workforce scenarios based on the businesses long range plans; conduct an assessment of workforce gaps, and identify opportunities to proactively build the talent pipeline
Collaborate with other HRBPs across Commercial / Corporate functions to identify where there are similar or adjacent workforce needs where development and/or sourcing can be leveraged
Minimum of 7 years relevant experience ideally having worked in a global role
Act as a trusted advisor to business leaders and their management teams to provide support and efficient implementation of HR procedures and processes
Develop a thorough understanding of business area products and goals, using this knowledge combined with HR expertise to add value
Possess the ability to influence and challenge managers across all levels
Lead transformational change efforts by providing support, guidance and a framework for leading and managing change
Partner with colleagues across HR Centers of Excellence (Talent Acquisition, Compensation, Org Capability, Benefits, HRIS) to successfully roll out HR strategy initiatives across all business areas
Support succession/talent planning efforts that identify existing skill gaps and ensure talent is being positioned and developed across the company
Analyze and utilize pertinent HR data, metrics and trends to provide insights to leadership that help drive their business decisions
Increase the effectiveness and efficiency of the HR function by helping to instill a departmental culture that is customer-centric, transparent and collaborative
To display confidence, emotional intelligence and decisiveness in a high pressure, rapidly changing environment
7+ years of related HR Generalist experience, preferably working in the media or digital space
Demonstrated experience working with senior leaders to shape, influence and execute on the people strategy with proven results
Ability to develop a thorough understanding of sophisticated and often complex client business operations in order to balance key business and HR priorities
Ability to develop strong, credible relationships with employees at all levels
Ability to use data to understand client needs and provide relevant solutions
Solid understanding of federal and state employment regulations regarding compliance, FLSA, FMLA, etc
Ability to clearly articulate a point of view verbally or in writing
A high level of emotional intelligence and ability to demonstrate good judgement
Ability to display confidence and act as a subject matter expert without condescension and/or over reliance on HR “jargon”

Executive Director, HR Business Partner Resume Examples & Samples

Assess evolving talent needs of the business and work with Business Executives to develop a deep bench of talent, via external recruitment and internal talent development initiatives
Provide insight into external market and changing market conditions
Build a continual pipeline of talent at entry, mid and executive levels
Works effectively and leads from the front in changing environments
Excellent interpersonal skills and team work
10+ year of experience as an HRBP preferred
Act as a consultant to influence the business, deliver constructive advice, diagnose and resolve problems and positively influence change
Accountable for determining, implementing and reinforcing Human Resources and associate-related policies and procedures
Drive opportunities to support the communication of company and store initiatives, ensuring alignment of the district/regional teams
Partner with the district/regional leadership team to determine needs for the associates ensuring alignment with corporate direction, strategic initiatives and Human Resources best practices. (e.g., talent recruitment, development and training; associate engagement; succession planning; performance management; legal/regulatory compliance; compensation, safety and benefit policies and practices)
Lead and support the development of a performance-oriented culture through strategic goals and initiatives
Lead, develop, and support the development and execution of succession plans and conduct talent reviews to assist with implementation of succession plans, in partnership with the district/regional leadership team
Possess a thorough understanding of all training and development programs in an effort to lead and support the area/regional teams with execution
Provide performance management guidance to district/regional and store leadership on all appropriate matters, and facilitate escalation to Human Resources team at the corporate office, as needed
Drive support for stores and district/regional leadership as needed with all Human Resources-related functions (e.g., unemployment hearings, negative background checks, accommodations, leave of absence coordination, OSHA reporting, loss prevention concerns, etc.)
Possess a complete understanding of each associate audience, adapting as appropriate and ensure relevance in all interactions with store associates and development of resources pertaining to business focus
Act as a liaison between the Human Resources department and store leadership teams to identify and address needs and concerns of the store organization
Lead strategic talent and organizational development initiatives that address the evolving needs of the business, and programs designed to drive positive change (e.g., reporting structure, succession planning, compensation competitiveness, etc.)
Partner with Store Operations training team to ensure coordination, timeliness, quality, and consistency of training materials
Partner with and facilitate communication between the Human Resources department and district/regional teams, providing input and feedback proactively during all phases
Proactively seek knowledge of both industry and functional specialty. Researching best practices, legal developments, emerging trends, technological advancements and benchmark comparisons in order to create HR practices that are best in class
Subject matter expert and resource for the business unit leaders
Driving associate engagement through recognition and reward programs, HR communications, and summit meetings
Provide strategic, hands-on expertise on HR policy and practice
Attend executive staff meetings
Consults legal counsel to ensure that policies comply with federal and state law
Prior experience promoting an atmosphere which inspires teammates to excel and develop
A reputation for outstanding leadership, team building & recruiting. A Human Resources professional with superior inspirational qualities who creates an atmosphere in which people work together enthusiastically and co-operatively to produce outstanding results; one who attracts top talent from outside the organization while developing strong teams within
Coach, mentor, motivate and supervise team members and influence them to take positive action and accountability for their assigned work
Smart, creative, compelling, driven. Not afraid to lead others past their comfort zone(s). Creates a sense of urgency and is energized by speed
Proven experience working well with others to maintain and build cross-functional (internal and external) relationships
Experienced HR leader, with 10+ years demonstrated strong performance
Ability to lead an HR team in multiple locations
Must have proven ability to link HR strategy to business goals
Previous HR leadership experience required, with specific experience consulting with CEO/Executive level clients
Ability to work collaboratively and to develop strong, positive working relationships across a matrixed organization
Ability to leverage data to formulate strategy and drive business results
Ability to lead others through change utilizing transparent communication strategies
Proven track record in addressing employee relations issues and driving innovative recruiting/retention programs
Proficient using Microsoft product suite (e.g.PowerPoint, Excel and Word)
Experience in supporting diverse employee bases and demonstrate ability to think and behave with a global mindset
Ability to effectively employ consulting tools and methodologies to determine employee performance needed to achieve business objectives
Ability to manage multiple tasks while remaining proactive and flexible in style; strong negotiation skills
Demonstrated success in delivering comprehensive business strategies within a client focused, change and delivery oriented environment preferably within a global diversified company
Bachelor’s degree required, advanced degree a plus
Provides HR leadership and influence with exceptional commercial knowledge, mindset, and approach
Consults leaders through transformational changes around organizational structure and people while alligning to overall business goals
Partners with business leaders to ensure execution and prioritization of HR strategies, initiatives, goals, and business plans
Coaches and mentors more junior team members; identifies training needs; and contributes to development plans
In conjunction with HREC team members, consult with business leaders on how to manage changes and business transitions including planning, organizational design and development, process improvement, and critical paths
Identifies and drives the communication and sharing of best practices across functions to facilitate continuous improvement
Develops and promotes feedback mechanisms for associates to influence the continuous improvement of HR services and processes
Critical human resource competencies including but not limited to staffing, organizational development, talent management, compensation, benefits administrations, employee relations and HR legal issues
Principles, practices, and procedures of human resources administration
Legal requirements and federal and state regulations related to human resources management
Critical thinking to develop and support business solutions recommendations
Developing plans and clear actionable steps in support of an overall business strategy
Build effective communication by active listening and seeking to understand; asks others for input and feedback including those with different backgrounds, experiences and points of view
Communicate effectively, both orally and in writing, with internal associates and external contacts at all levels
Bachelor’s Degree and 7-10 years client consulting human resource experience with five (5) years of experience in a senior level HR role. MBA or graduate degree preferred

Director & HR Business Partner, Commercial Resume Examples & Samples

Support the Business on the effective development, deployment and reward of resources and talent in the business to achieve strategic and operational objectives (including business/sales expansion)
Bring best practices and external perspectives to strategic and operational business discussions and people management decision-making
Accountable for the delivery and implementation of core HR programs and processes through COEs and/or HR Operations
Build credible and positive working relationships with HR colleagues across US Commercial, Global Product Strategy (GPS), International Commercial, and COEs (Total Rewards, Talent Acquisition, and Talent & OD)
Participate in M&A activities as needed; serve on integration teams
Take an active role in the hiring process for key roles (initial role design and profile, partnership with Talent Acquisition and Total Rewards, influencing diverse candidate slates, serving on interview panel, etc)
BA/BS; MBA or advanced degree preferred
Minimum of 10+ relevant experience ideally having worked in a US sales and marketing role
Global experience a plus
Experience as a HRBP and within a specialist function (ie: TA, TR, T&OD)
Experience in pharmaceutical industry required
Excellent interpersonal, influence and negotiating skills
Personal attributes align with Shire’s leadership behaviors: positive, accountable, results oriented, excellent manager of self and others
Provide exceptional employee and labor relations support in manufacturing environment. Facilitate effective communication to assigned business leaders, from Directors through Supervisors, and employees on Company policies, practices, and initiatives
Foster a culture of engagement that values diversity and inclusion and that demonstrates fair and consistent management practices
Balance client-facing HR responsibilities with the project work to standardize key processes, which will require travel between the hub at 65 Bleecker and Melville, NY
Manage project initiatives, including collection of stakeholder input
Minimum of 8 Years Experience
HRCI Certificate Preferred
Strategic partner to the senior leaders, to ensure the effective use of business/organizational resources, acting as advisor / broker, proposing suite of solutions to support the business grow and meet the HR needs of the business units
Influence business leaders to create an ethical business conduct and prudent risk management, ensure full compliance with local regulations. Drive change of the new culture and leadership behaviors to improve overall engagement and managers’ effectiveness
Support CoE’s and Shared Services in delivering their accountability whenever necessary
Minimum 10 years progressively responsible experience in a HR generalist role and/or a broad range of specialized HR disciplines (i.e., Compensation, Recruiting and Employee Relations)
Post-secondary education; an emphasis on HR management preferred
Ability to work independently and as a part of a team
Good conceptual skills with the ability to understand business directions and develop strategic HR plans to meet client needs
Proven consulting skills with the ability to diagnose client needs
Good project management and organizational skills
Ability to manage competing demands and prioritize initiatives in an ambiguous environment
Strong analytical skills with a focus on accuracy and attention to detail
Knowledge of HR legislation and practices and the ability to apply this knowledge

Director HR Business Partner Resume Examples & Samples

Demonstrated Strategic Planning acumen
Demonstrated history of successfully managing human resource activities across multiple facilities and across a wide geography
Exceptional verbal, written, and interpersonal communication skills with demonstrated presentation skills
Bachelor's degree and ten years related work experience or fourteen years related work experience post high school
Five years of progressive management experience
Five years progressive experience in Human Resources management or in senior Human Capital consulting
Telecom industry knowledge
Three years experience creating and/or transforming organizations
Three years experience working in an environment with lots of moving parts and unknowns being a successful self-starter and solution seeker who does not get frustrated by complex dynamics

Associate Director HR Business Partner Resume Examples & Samples

Provide people leadership for a number of key business leaders (initial client group likely to be Global Supply Chain, Finance, IT and HR Ireland) and become trusted advisor to client group/Leaders and managers
Assist business leaders assigned in client group to deliver their strategy by ensuring that they are structured and resourced correctly - having the right people in the right place at the right time
Drive GHR driven initiatives with client group – P4P, Talent Review, climate Survey
Build strong, effective working relationships with the Ireland GOLT leaders and employees in assigned client group and wider. Establish and garner credibility for the function through a culture of responsiveness, subject matter expertise, and practical, hands-on support of the business
Develop, maintain, and continuously improve processes, systems and technology, measurement practices, and metrics reporting working in conjunction with the GHR COE – Service Delivery lead and team
Be the key liaison with Comp and Benefits team and collate all Global Operations Comp and Benefits queries and initiatives. Lead the co-ordination of the annual comp review across Global Operations HRBP team
Manage monthly payroll process for Ireland
Manage projects and continuous improvement initiatives to drive operational excellence across GO HR - planning, project coordination, and management for the development of a cost-effective department
Lead the development of actionable, proactive metrics that drive forecasting capabilities and strategic insights
As part of the GO HRBP Team, support and drive implementation of broader, global HR initiatives by ensuring continuity and successful delivery of functional services- including compensation planning, performance management, succession planning, employee development, recruitment, and data governance
10+ years of experience as an HR Leader ideally within global pharmaceutical and/or manufacturing in matrix organizations
Experience in managing complex, multi-site and plant operations within a biopharmaceutical organization
Experience of operating as part of a team of HR professionals and providing oversight and direction of work priorities and tactics for a number of specialisms including Comp & Benefits, Payroll, Budgeting and strategic resource planning
Ability to manage ambiguity, risk, and changing direction of projects and strategies
Ability to work effectively in high-pressure situations that require sound decision making and may involve confidential or sensitive matters
Excellent interpersonal, management skills and high professional standards for customer service and work quality; must be highly self-aware and receptive to feedback and continuous improvement
Experience with relevant HR systems, applications, and tools; metrics, data, and business intelligence tactics; and continuous improvement strategies
Directs the facilitation and deployment of Organization Capability Review (OCR) focused on Leadership Capability, Succession Planning and Talent Development by providing packages, schedules and project plans to enable efficient process deployment
Communicates, coordinates and educates the Talent team on current activities relative to Talent Management process, tools and strategy areas
Plays a support role in the organization, coordination and support of Leadership talent reviews and supports the preparation of executive materials to facilitate effective discussions
Assist in the development and execution of an Engagement Strategy to include an employee engagement survey and periodic pulse surveys, working closely with HR Business Partners to ensure the development of action plans and follow-up for increasing engagement and retention in order drive business performance
At an individual level, work with managers and employees to chart a course within an organization for his or her career path and career development by discussing short and long term career objectives and mapping the required competencies needed to work toward targeted career goal
At an organizational level, prepare metrics/analytics to inform the business of the state of their talent pipelines, implement strategies to proactively manage talent and risks, and assess individual and organizational outcomes
Provide analytics to inform the CHRO and VP Talent Management the critical insights into why employees are leaving the company, what specific workplace issues need addressing, and how issues can be addressed to improve employee retention
Serves as a strategic HR Business Partner with a designated business unit(s). Acts as a consultant to management on Human Resource related issues. Communicating proactively with the HR Team and business management, the HRBP seeks to develop integrated solutions. Formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization
7+ years of HR Generalist experience with strong performance in all major areas of HR
Minimum of 5 years of talent management, learning and development experience within a global, high-growth organization. Experience in partnering with line organizations to facilitate execution of HR programs
Proven track record of planning and successfully managing large-scale projects globally
A deep desire to learn and continue to develop as a person
Demonstrate consistent ability to help teammates achieve the results they desire
A Bachelor's degree in Human Resources, Organizational Development, or similar field, with a Master's degree highly desirable
Computer literate to be able to utilize software and on-line information
Ability to develop written communications, training presentations and materials such as participant and instructor guides; advanced PowerPoint and Microsoft Word skills required
Must have exceptional project management experience
Must of excellent communication skills
Report to Head of HR
Lead and supervise a team of HR Business Partner to plan, develop and execute effective talent acquisition solutions which are aligned with business goals
Plan strategically on graduate recruitment, leadership programmes and talent management programs
Take the initiative in driving HR projects including system enhancement, process re-engineering and Employee Branding
Define, build and implement value-added HR strategies and solutions
Act as an internal consultant to leaders, managers, and employees providing coaching and advice on a range of organizational and change issues
Ensure the business attracts, develops, and retains high quality talent at all levels to support the growth objectives, opportunities, and strategies of the business
Workforce planning and implementation
Identify key trends and collaborate with the HR team to provide recommendations and solutions
May act as team member on various HR or business programs, projects, or teams
12 or more years of human resources experience, including experience implementing HR strategies, expertise in the areas of talent management, organizational effectiveness, management development and change management
Pharmaceutical/biotechnology experience required, with experience supporting R&D client groups strongly preferred
MBA, MA or other advanced degree preferred
Seasoned HR expertise in leading through change – strategy creation though implementation
Demonstrated business acumen, excellent relationship building, negotiating, problem-solving and coaching skills required
Demonstrated ability to address strategic HR issues as well as operational proficiency in the HR practices of a fast paced, dynamic, growing environment
Ability to cultivate a high achievement organization; effective as a mentor and coach; able to attract, develop, motivate and retain key talent
Strong interpersonal and communication skills and the ability to work effectively with all levels of staff
Credible and savvy business person who will be perceived as a trusted advisor and functional expert to anagement
Create, drive and execute field workforce optimization to achieve business unit targets. Ensure organizational readiness and capability to deliver results; right people, right place, right time. Participate in the recruitment and selection of Retail Home Office positions and lead all seasonal hire activities
Will work in partnership the Retail Training Organization and Retail Leadership to asses training needs and develop people strategies, create future leaders, and drive a high performance and engagement culture. This position will also partner with the corporate Talent Center of Excellence in execution of Training initiatives for the Retail Home Office team
Ensure Employee Relations best practices and training, perform investigations, resolve escalated associate relations disputes and implement corrective actions. Collaborate with our HR Contact Center (“AskHR”) partners to enable ER compliance in the organization
Ensure human resource store compliance with federal, state, and local laws. Work with the corporate legal team as needed to mitigate human resource related risks
Drive the adoption and consistent application of Global Retail and HR programs, as well as the Employee Self Service through Workday and Contact Center team
Customize corporate programs for the retail population and partner with Corporate Centers of Excellence (COE’s) to define retail requirements/needs in order to design solutions and HR Services for delivery with retail relevance
Draw on your retail market knowledge and expertise to always have a lens of process improvement and provide through partnership to develop HR solutions to drive sales, retention and engagement in Retail. Develop and maintain an independent, trusted advisor relationship with retail leadership and a professional network of relationships within and outside of LS&Co
Reports to the Sr. Director, HR Business Partner, Americas Region (LSA) and supervises the East Regional Manager. Partners Retail Regional Managers as well as the Retail Home Office organization. Will be a member of the Retail Americas Leadership Team
Retail HR/ management experience (5+ years)
Bachelor’s Degree from accredited university, SHRM Certification (PHR or SPHR) preferred
Experience in Retail Compensations, Seasonal Hire, Talent Management Programs, Change Management, Organizational design
Must Have Strong ER experience both at Field and Home office, retail policies and compliance including payroll/timekeeping
Deep understanding of California Labor Law and the business complexities associated with Wage & Hour practices, Title VII and other EEOC practices to ensure compliance
Proficient in Microsoft Office Suite & Workday. Kronos preferred
25% west coast travel required
Develop and implement a comprehensive and integrated human capital strategy that proactively address all major HR areas; talent acquisition, organization development, performance management, talent planning and career development, leadership development, employee communications, compensation and rewards, learning, etc
Provide contemporary and value added and human resources function; with both high touch, client focused internal consulting, strong metric driven service and transaction support components
Provide expert advice and counsel to leaders on all organization and human resources issues
Personally lead all organization and HR initiatives
Lead peers across the company when common functional talent strategies are developed and executed by Corporate leaders
Lead the implementation of all key company-wide human capital platform projects; e.g. learning platform, performance management and talent planning for client groups
In partnership with Talent Acquisition team, develops the internal and external recruitment and planning strategies to meet needs of various corporate organizations
Leads the development of the training/development strategies to close skill “gaps” between current and future skill sets and competencies
Leads the development and alignment of key human resources practices to help drive business results
Partners with leadership in aligning all human resources systems to drive desired business results
Leverages the Corporate HR groups, proactively partners with broader HR team to share best practices, HR strategy / delivery
Manages and directs external consultants and resources in all change management and human resources strategies and activities
Establishes key metrics to drive measure and reinforce high service levels and internal consulting deliverables from the human resources function and to also measure the success of human capital strategies
Leads ongoing succession and development planning for the client groups in partnership with VP Corporate HR
Conducts ongoing reviews of the assigned organization’s organizational design and proposes changes to enhance operations
Develops and administers employee performance management programs, plans and advises the assigned organization’s management in the carrying out of performance management and employee development plans
Consults with the assigned organization’s management in aligning performance management and reward recommendations
Provides ongoing performance coaching and feedback to the assigned organization’s leaders regarding issues of managerial style, communications, and employee and peer interactions
Interviews candidates for key operational or leadership roles within the assigned organization
10 plus years in increasingly responsible Human Resources roles including direct involvement with senior business executives in high growth, entrepreneurial business environments; preferably with consumer oriented/technology based companies
Significant experience and proven track record in organizational development and change management processes
Experience at building a strong, contemporary and value added HR team
Previous experience in large scale organizational transformations
Strong experience in the creation and execution of communication strategies
Global (international) human resources background
Track record of influencing executives mid level and senior management
Possesses both strategic thinking capability and “hands on” HR plan implementation experience
Strong influence, interpersonal skills and overall leadership capability
Strong conceptual ability coupled with a proven track record of implementing HR and organization initiatives
Working knowledge of applicable Federal, State and local laws pertaining to the employment relationship
Bachelor’s Degree or equivalent in Human Resources Management or a related discipline
As a strategic partner to the senior leadership team drive the people strategy, organizational design, leadership development and process of change and transformation that will build stronger functional organizations capable of enhancing business performance
Act as a change-agent as the business continues to reshape itself with a goal of providing a world class customer and employee experience
Deliver seamless human resources processes across the organization. Leverage all HR programs, policies, processes and systems. Partner with HR corporate functional areas and COE's
Provide client group and corporate HR teams with analysis of client organizations' "health" by analyzing trends in employee satisfaction, attrition and turnover, etc
15+ year HR generalist experience preferable within a high growth technology organization; 5+ years management experience
Demonstrated experience providing executive leadership coaching and development is required
Experience leading the HR function of an organization that is experiencing growth and transformation; utilizing key disciplines in change management and HR/organizational design is required
Demonstrated success interfacing and influencing the senior leadership of an organization as an advisor in which keen business acumen, understanding of financials and market trends as it relates to the HR function were critical to the success of the business is required
Ability to successfully manage and influence/lead across a diverse, geographically dispersed, multicultural environment
Ability to effectively manage projects, including developing project objectives, prioritizing responsibilities, delegating tasks, executing project deliverables, and tracking and measuring to successful completion
Demonstrated track record of developing effective relationships across all levels of the organization and with diverse client groups
Ability to collect/analyze data and prepare/deliver presentations to clients and HR teams
Experience providing HR business support to client organizations of 1000+
Demonstrated subject matter expertise in two or more functional areas within HR: compensation & benefits, staffing, operations, learning & development

Global Director, HR Business Partner Resume Examples & Samples

Develop talent management strategy and plans, considering external customer trends and issues in the industry that could potentially impact business
Lead management in organizational assessment and diagnosis to translate talent management strategies into actions that deliver results
Provide demonstrated change management leadership
Operates in a global environment working with HR counterparts across the globe to develop and drive company-wide programs and initiatives (e.g., merit planning, performance management, workforce planning, and organizational change)
Key skills and abilities include coaching, influencing, facilitation, presentation, communication, process development, analysis and problem solving
Solutions Orientation: Identifies problems, recognizes the root causes, and identifies multiple potential or innovative solutions to problems
Communication & Influence w/o formal authority: defined by behaviors such as listening actively, relaying important information to others when needed; communicating in writing in a clear, concise manner; using appropriate methods to guide group meetings; sharing information appropriately with key constituents as need; provides counsel/advice effectively to ensure best actual outcome for the Company
Learning Agile: Is able to quickly synthesize information, new ideas, process and/or changes and understand business impacts
Minimum 8 - 10 years Global experience preferred
Understanding of core HR programs and processes
A degree in business administration and/or HR management combined with a minimum 8-10 years of progressively responsible experience in comparable organizations
Understands of the commercial business and processes and the link between HR strategy and business strategy
Designs and applies change management and organizational development strategies, influences and assists organizational change initiatives in support of business strategies
Ensures that HR services are provided as appropriate to internal client needs, identifies new opportunities where HR can add value, and maintains leading-edge knowledge of HR issues
Understands, communicates, and applies reward strategy
Ability to engage, inspire, and influence people, and develop clear, actionable steps from overall strategy

Director, HR Business Partner Jeanswear Resume Examples & Samples

Master degree in HR preferred; other Masters or Bachelors (law, psychology...) with relevant experience will be considered
A minimum experience of 5 years in a HR Manager role, preferably in a multinational dynamic organization
Acumen of international matrix organization and business acumen
Flexible and able to adapt to changing environments
Strong in gaining trust/commitment and building/maintaining relationships
Strong knowledge and some practical experience of social & labor legislation required
Structured approach, good planning & organization skills
Proficiency in written and spoken Dutch and English required
Partner with clients to develop first-hand knowledge of short and long-term business goals and objectives
Build strong consulting relationships with clients and partners across the business
Identify critical focus areas for analysis, development, and the implementation of integrated HR solutions that support the clients' global business strategy
Advise global clients on all areas of Human Resources support
Responsible for planning, executing and implementing Human Resources across functional projects and process improvement initiatives while meeting deadlines and managing to a specific budget
Partner with external vendors to align the desired project outcomes, being sure to lead by directing, coaching, and facilitating across functional team resources, and monitoring the progress and completion of project milestones
Draft status updates and create strategic presentations aimed at informing, aligning, and engaging key stakeholders
Support global clients regarding organization structure or job changes (analyzing the company and making recommendations to ensure consistency for position descriptions, salaries, etc.)
Create a focused organizational development plan with business partners including workforce planning, talent management, performance management and succession planning
Work with Legal and Finance departments and governmental agencies on information requests
Ensure compliance on all legal and financial requirements as per relevant legislation and Hilton Worldwide policies
Collaborate with other members of the Global HR Group to ensure the best service is delivered to clients
A minimum of five (5) years of experience in a corporate and/or consulting environment
A minimum of two (2) years of Human Resources experience
Global corporate experience
Experience with PeopleSoft and Success Factors
Develops organizational strategies by identifying and researching human resource issues; contributing information, analysis, and recommendation to the organization’s strategic thinking and direction; establishing human resources objectives in line with organizational objectives
Enhances department and organization’s reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments; and bring innovative ideas to light
Facilitate effective people strategy development discussions with leaders and help them identify organizational issues/opportunities and set plans for their talent pipeline requirements in line with the function/business strategy
Develop a best practices "toolkit" and contribute to the creation and development of metrics and "scorecards" to determine the success and impact of organizational development and change projects
Translate and implement defined HR strategies into regionally/locally applicable action plans and ensure compliance with local legislation and regulatory requirements. Liaise and consult with the Centers of Excellence
Provide the voice of the client to HR Product Centers. Anticipate change and influence organizational change initiatives, organization design and change management strategy
Provide HR support and consultation concerning employee relations issues to all levels of management
Manage and develop a team of HRBPs located in various sites within the US
Coach individual business leaders to become world-class leaders and increase their performance
Ensure that a strong leadership and coaching culture is developed across the organization
Travel may be required for this role (estimated at 10%)
Bachelor’s degree and/or 15+ years equivalent work experience
Strong business acumen that includes an extensive knowledge of business
Genuine, forthright and honest with an impeccable reputation for integrity
Proven ability to provide strategic thought leadership, think analytically and solve complex issues and challenges
MBA or HR related graduate degree with 15+ years of experience and SPHR Certification is a plus
A clear understanding of market trends, competition, company policies, procedures, and cultural impacts of HR Programs
Excellent project management skills with a proven ability to design and implement creative HR solutions that drive business results
Ability to multitask and work in a time-sensitive environment
Demonstrate a proven expertise in collaboration across all HR functions and organizational and geographical boundaries. Additionally, an ability to increase the competencies of individuals and the organization must be demonstrated
Strong leadership and coaching skills including the ability to operate at all levels of the organization
Collaborates with senior and executive business leaders within multiple business units to guide the development of HR strategies that attract, develop, and retain talent
Develops and drives the implementation of HR strategies and initiatives that align with the business priorities and goals of the division
Leads and supports the development of a performance oriented culture
Partners with leadership to understand the business unit’s processes, financial requirements, and organizational structures in order to identify opportunities and challenges to maximize performance and employee engagement
10+ years of experience as a strategic human resources business partner. Candidate will have breadth and depth of knowledge in Human Resources and business with multiple areas of focus.Demonstrated track record of coaching, building partnerships and managing and resolving challenges
Understands and speaks the language of the business, cross-functionally competent, delivers constructive advice, diagnoses and resolve problems and capable of influencing top decision makers
Proven knowledge of all core HR processes including performance management, leadership development, talent management, compensation succession planning, training and organizational development
Strategic problem solver, capable of dealing with ambiguity and capable of leading change
Strong written and oral communication skills. Prior experience clearly expressing complex ideas, strong presentation skills, demonstration of executive presence
MBA or Master's Degree in related field of study preferred
Applies strong communication skills (editing, written and verbal), knowledge and expertise to improve processes and influence sound conclusions and actions
Leverages existing HR best practices and evaluates processes to make recommendations for efficiencies and improvement
Provides operational support for standing HR routines including but, not limited to quarterly performance management reviews and the year-end calibration and compensation process for assigned client group
Will be asked to project manage an IAS key HR initiative and/or process and/or take the lead on at least one cyclical key people process in support of the IAS business as a whole
Understands of the differences between strategic, tactical, business development, planning and the importance of each
Organizational design, redesign, structuring and development experience is needed
Leads implementation of human capital strategy to successfully execute business priorities and goals. Acts as the HR quarterback while leveraging and consulting with appropriate COE’s for support as needed
Understands the importance of strategic talent management including competency development, assessment, talent acquisition, leadership development and succession planning
Ensures all relevant and required processes and procedures are followed; ensures the presence of standards and procedures to support operational needs while ensuring compliance of licensed, registered reps in a heavily regulated environment
Identifies and researches new approaches, strategies and processes to address business needs; provides input and recommendations directly to senior management
Must be able to collaborate across HR and other functions. Is a team player and positive net promoter of forward thinking on the team
Minimum of 8 years general management experience in human resources with exposure and a proven track record of success across the following disciplines: employee relations, compensation, talent acquisition, talent management, training and development, etc
Demonstrated ability to apply strategic thinking in supporting the business and achieving client-focused goals
Must have Organizational design, redesign, structuring and development experience
Approximately 5-10% travel required based on business needs and key people process cycles
Strongly prefer individual to have HR Generalist experience
Previous experience working within Financial services supporting sales environments a plus
Ability to remain self-motivated and engaged to meet the demands of the business
Facilitates company/business unit/ divisional org diagnostics to drive organizational effectiveness through talent, organizational capability and culture
Manages and guides organizational design, development and change management solutions in partnership and support from the Centers of Excellence (COEs)
Develops talent strategies aligned to business plans; builds internal talent potential
Builds organizational alignment and capability through development and/or facilitation of appropriate senior leader focused interventions; e.g., team effectiveness, goal development and alignment, manager capability, etc
Coaches senior management team on complex leadership and HR issues including talent/performance goals and HR/talent implications of business decisions
Leads successful implementation of company/business unit/divisional initiatives and/or HR processes; provides tools, advice, and information to support effective execution
Applies diagnosis skills and core metrics to guide COEs in the shaping of appropriate and innovative HR solutions
Provides HR functional expertise, as well as general business expertise, to the management team
Drives HRMS data accuracy; accountable for data integrity/accuracy; to include headcount management
Strategic/business planning, organization design and change management knowledge and experience
Experience supporting organizational change
Cultural/global exposure preferred
Formal or informal executive coaching experience
Proven experience in core consultative and administrative areas of HR including: organizational design and development; performance/compensation management; employee relations; training and development; succession planning and recruiting/selection; leadership and competency development; benefits; knowledge of relevant HR legislation (country specific)
Leadership Identity; ability to lead through others and influence
Organizational effectiveness and capability expertise
Organizational health and culture expertise
Ability to link and leverage performance and rewards
Talent Management expertise
Business Acumen. Ability to establish business credibility; trusted advisor/consultant
Excellent communication and presentation skills; comfortable in a variety of settings and speaking to all levels of employees from front line to vice presidents
Proven ability to create consensus, influence change and move others toward a common goal
Proven ability to use wage and financial data to make appropriate wage and headcount decisions
Bachelor's degree in Business, HR, Behavioral Sciences or related field or an additional 10 years' experience in lieu of a degree
8+ years' experience across all core consultative and administrative areas of HR including Organizational Capability and Planning, Talent Management, Compensation and Total Rewards and Infrastructure
Experience working in a global environment
Strong communication and facilitation skills across all levels
Ability to develop and deliver relevant, effective training programs to targeted audiences
Effective influencing and coaching of senior leader stakeholders
Sustained success leading, coaching and developing people in a high performing team environment
Experience in leading significant change and business transformation

Senior Director HR Business Partner Converse Resume Examples & Samples

Lead, Coach & Inspire a team of HR Directors and leverage centers of excellence to develop & deliver the team & talent strategy for our GTM & GEO organizations
This position is part of the HR leadership team for Converse reporting into the VP, HRBP Converse
Responsible for driving the team and talent agenda for the Converse GTM Organizations
Directs and guides organizational design, development, and change management solutions in partnership and support from COE’s
Facilitates business unit org diagnostics to drive organizational & team effectiveness
4 year university degree (e.g. bachelors) in business, HR or related field
10-12 years’ experience in a senior business partner role (and/or leading HR for a medium size business)
Experience supporting a commercial business (Wholesale and/or Retail business) and employee population
Proven experience in driving complex organizational transformation
5+ years global experience; understanding of employment practices in Europe and Asia preferred
Organizational development and talent acquisition capability (talent acquisition experience is a plus)
Strong communication skills with ability to offer a strong point of view
Good judgment and fact-based decision making

Director, HR Business Partner, / APJ Resume Examples & Samples

Represent HR as a member of APAC/APJ executive staff and coordinate global alignment of HR programs and processes for these organizations in support of their business needs
Provide HR presence and leadership to the primary Geo site, facilitating employee usage of our HR self-service model when possible, addressing site level concerns and issues, and working to build and guide effective employee engagement activities locally
Frequently interact with supervisors, customers and/or functional peer group managers, normally involving matters between functional areas, other company divisions or units, or customers and the company
Contribute to the development and effective implementation of career paths, and employee development programs
12+ years in a Human Resources Business Partner role with proven experience supporting senior leaders at a Business Partner level in APAC/AJP role
Strong understanding of a range of HR disciplines including compensation, talent acquisition, performance management, employee development and employee relations in geo / region
Execute on the people strategy and other HR responsibilities by fulfilling the strategic business partner role and serving as key HR point of contact, trusted advisor, and sounding board to assigned leaders and their teams within the Retail organization
Drive and support best practices around culture integration to include values, vision and goal development while encouraging entrepreneurial, bold and prudent risk-oriented business activities
Build working relationships with the HR Center of Excellence (COE) functions such as total rewards, talent acquisition, and HR Operations (shared services) to roll out corporate-wide programs
Strive for continuous innovation and development of functional excellence within the human resources organization to generate improved operating results
Ensure thorough familiarity and application of company policies and procedures in compliance with pertinent government laws
Strategic thinker with comfort and ability to be hands on and execute; strong drive for results
Experience with large scale transformation initiatives is highly preferred
Prior experience supporting sales teams and sales transformation is highly preferred
Adept at navigating a global, highly complex, matrixed, and dynamic business setting
Represent HR as a member of EMEA executive staff and coordinate global alignment of HR programs and processes for these organizations in support of their business needs
Receive assignments in the form of objectives and determine how to use resources to meet schedules and goals
Provide HR presence and leadership to the EMEA Region, facilitating employee usage of our HR self-service model when possible, addressing site level concerns and issues, and working to build and guide effective employee engagement activities locally
Participate in, and sometimes lead, cooperative efforts among members of project teams
Partner with management and recruitment business partners to guide and troubleshoot talent acquisition efforts
Ability to confidently make and implement HR decisions in a dynamic, fast paced, high volume and often ambiguous environment. Ability to navigate through the gray and drive results
12+ years in a Human Resources Business Partner role with proven experience supporting senior leaders at a Business Partner level in EMEA or experience providing HR leadership to EMEA region
Proficient with Microsoft Word, Excel, PowerPoint and SAP or similar HR solutions database experience desired

Associate Director, HR Business Partner Resume Examples & Samples

Business Partnering: Pro-actively builds strong relationships with assigned client groups as well as partners with the HR Centers of Excellence (i.e. Talent Acquisition, Talent Management, D&I, Compensation, Shared Service functions, etc.) to understand their needs, requirements and challenges and provide HR solutions aligned to the BU strategy. Coaches leaders/associates and influences business decisions to meet the business objectives; applies consistency with HR processes
Organizational Development: Proactively identifies and facilitates change management and organizational development initiatives. Acts as a partner to facilitate cultural change and engagement of associates
Staffing / Recruitment/ Selection: In partnership with the HR lead and the business, identifies the staffing priorities and strategy; develops workforce plans for implementation; and participates in recruitment for positions
Rewards: Partners with Compensation in job leveling and ensuring a competitive reward structure. Facilitates performance calibration sessions and implements and executes the compensation planning process. Ensures appropriate link between performance and rewards
Performance Management: Ensures performance management is consistently applied and aligned to business strategies with a focus on development. Coaches managers to have effective performance discussions
Development: Works with management to identify and develop talent. Facilitates talent discussions focused on learning agility and sustained performance, partners in robust development planning and identification of successors to key roles and participates in the Talking Talent process
Project Management: Leads and manages projects effectively including organizational design, change management and changes in HR processes
Operational Excellence & Compliance: Ensures data integrity in HR Core and demonstrates integrity in managing business transactions that represent Novartis policies and Values & Behaviors
Business-oriented professional with a minimum of 5 years of progressive HR experience
Experience in pharmaceutical companies or companies in other business segments known for their HR practices
Track record of success as an HR Business Partner supporting key business leaders
Successful track record of executing cultural changes
Well-developed team building, listening, coaching and influencing skills
Unquestioned integrity and experience, confidence and stature to effectively address sensitive HR issues
Advanced degree/Master’s degree in organizational development, HR or Business
HR Business Partner with Commercial client groups

Senior Director, HR Business Partner CT / AMI Resume Examples & Samples

Be actively involved in design of the business strategy, organization design and integrated people strategy
Have a deep knowledge of the business
Proactively identify people implications of the business strategy, following Philips guidelines and practices
Challenge the business in order to ensure talent strategy approach, and fair people management
Develop innovative and measurable people strategies to drive desired behaviors, which are aligned with the Act as a trusted business advisor driving transformation and lead change to transform the global business to success
Partner with, consult with and influence the business area globally on HR needs to enable delivery of overall business targets
Act as the people partner to the business during periods of transformation or major change
Leads Development Programs, New Talent Program, Identification of Senior Talent/Succession planning, Leadership programs, New Employees Introduction program
Drives programs / activities that enhance cross-culture inclusiveness and diversity linking development and leadership initiatives
Anticipate and coordinate capability development and workforce planning
Lead key business processes on behalf of CEO such as Equity and AI Planning; and TLR
Consult with the CoEs (Centers of Excellence) to meet the particular needs of the business area and act as an effective steward of the Philips Target HR Operating Model
Provide leadership in developing change strategies which align resources and drive a high performing work environment
Be a proactive and entrepreneurial participant in learning and sharing best practices within the HR and business communities
Create and execute and HR strategy and plan including cultural transformation, communication, global inclusiveness, diversity, leadership capabilities and bench strength
Site leadership of the Cleveland site, leading the cultural transformation to a sustainable culture of continuous improvements
Partner with the business to drive culture transformation of quality & compliance
Global role with focus on North America, Israel, China, India
Master's degree in related field, or equivalent experience
10 + years of HR experience, with global or international experience in matrix organizations
Excel in functional depth in selecting, staffing and retaining of top talent, change management and organizational development
Ability to influence and impact from the most senior levels of the organization to the shop floor and be able to express their positive or negative opinion with grace and conviction
Proven track record as a superior people development and coach/mentor to senior teams and specific and measureable pattern of success in management/career development, succession planning, executive assessment and team building
Experience as a team leader, people developer, and team player
Understands the importance and contribution of business culture, harnesses this and constantly evolves the culture to maintain a coherent leadership position
Understands and knows how to get results and continuous improvement within a resource constrained environment
Develops strong business relationships with business unit leader(s) and their respective organization and delivers human resources strategies and solutions to drive successful business results
Serves as a strategic partner to the business leader(s) and management team on key human capital issues
Works with the Labor Relations function and other HR leadership to establish an enterprise-wide HR strategy and develop an aligned workforce strategy with the respective Business Units and HR Managers
Works with each Field HR Manager to implement the HR and human capital strategies in their respective business units
Provides leadership, development, direction and management to all Field HR Director, Managers and staff
Implements both proactive and reactive employee engagement, labor relations, collective bargaining policies, employee relations and action plans providing advice and counsel regarding strategy and interpretation issues
Provides coaching to business unit leader(s) on leadership behaviors, communications, performance management and strategies that promote a high performing culture environment
Creates and executes a lifecycle approach to talent management focused on forecasting, staffing, on-boarding development, performance management, succession planning, talent movement and retention, leveraging analytics
Collaborates with HR COEs to address talent, organizational development, employee relations and compensation and benefits issues affecting assigned client group
Minimum undergraduate degree in human resources, business or related field required
Minimum of 15 years relevant HR Business Partner experience with increasing levels of significant responsibility in a corporate role, in union represented manufacturing sites and in non-union manufacturing environments
Significant experience in a management capacity leading teams in remote locations
Superior oral and written communications skills
Proven ability to translate changing business objectives to effective HR strategies
Multi-disciplinary knowledge of human resources management, with an expertise in business management, organizational behavior, organizational design, organizational development
Handle sensitive information
Ability to quickly compose concise messages, talking points and communications plans
Demonstrated excellence in building strong working relationships with executives
Skilled in creative and critical thinking
Demonstrated ability to influence leaders and colleagues
Ability to assess future needs and opportunities to support the development of strategic competitive plans and programs, motivation, alignment and change
Research, develop and execute with quality, effective HR business initiatives that support both the company's and assigned business units' strategic plans
Build initiatives into a fluid Human Resources business plan with measurable and reportable results
Work with assigned business unit(s) leaders to develop and deploy all aspects of effective workforce planning, talent pipeline requirements, employee development and talent acquisition to meet business unit talent needs
Identifies and prioritizes the needs of the business unit related to the HR centers of excellence (Field HR, Comp, Benefits, Recruiting, Development); works with COE leaders to propose, implement, and deploy solutions
Maintain current in-depth knowledge of standards and legislations related to day to day management of employees, reducing employment legal risks and ensuring regulatory compliance
Identify and drive the communication and sharing of best practices across the organization to facilitate continuous improvement
Stay current on industry trends and practices related to Human Resources policies, programs and practices
Effectively balances business partner responsibility with employee advocacy, fosters a positive culture and high performing work environment
Oversight for Cordis Day 2 integration activities in the Latin America region; effectively partners with CAH HR Operations/Services to achieve desired outcomes
Relentless approach to talent strategies that advance the business
Ability to inspire and influence others by demonstrating authentic leadership behaviors
Demonstrates strong strategic thinking with the ability to dive into the details to drive outcomes
Ability to effectively work with all organizational levels
Provides leadership to managers and experienced professional staff
Manages an organizational budget
Develops talent and organizational health strategies to enhance the business
Implements policies and procedures to achieve organizational goals
Partners with the business in the development of business and functional strategy
Decisions have an extended impact on work processes, outcomes, and customers
Interacts with internal and/or external leaders, including senior management
Influences others while maintaining positive relationships
Provide strategic and operational HR partnership to the SVP of Cordis Supply Chain, the Global Cordis Supply Chain Leadership Team and the VP for Cordis LatAm
Has oversight for HR across multiple Cordis manufacturing plants
Ensure business and HR strategies are effectively and consistently executed
Must be willing to travel frequently to the region as well as domestically
Bachelors and Advanced Degree in related field, or equivalent work experience, preferred
12+ years’ experience in a variety of HR practice areas with a strong spike in HR business partnering
Medical Device/Healthcare experience strongly preferred in a manufacturing/plant environment
Must be bi-lingual
Prior leadership experience, preferred
Partner with the Business Unit heads on the deployment of their HR strategic plan
Create and implement employee engagement strategies
Foster partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the region and organization
Partner with the Talent Acquisition team as required to support the region’s staffing needs and challenges
Conduct effective, thorough and objective investigations
Develop employment terms for new hires, promotions, and transfers
Participate in assigned enterprise wide strategic HR initiatives; work on cross-functional teams
Conduct due diligence for new business opportunities/acquisitions
Actively engaging with the leaders of the functions s/he supports, serving as a credible and capable HR partner in leading organization effectiveness across the business
Acting as a thought partner for designated business leaders on both business and organization-related matters so as to drive optimal business results
Ensuring the business attracts, develops and retains high-quality talent to support growth objectives, opportunities and strategies of the business
Partnering closely with the HR Centers of Excellence (COEs) to execute programs and practices
Partnering with clients to develop talent management strategies and execute plans
Determining organizational implications of business strategy
Strong business acumen and ability to partner with senior executives
Significant experience in Organizational Design and Effectiveness; ability to assess an organization, determine capabilities and define actions to close gaps
Trusted advisor to senior executives who can provide coaching and influence to support leadership effectiveness and success
Strong analytical skills that enable the individual and his/her client group to make informed and effective decisions in a matrixed environment
Bachelor’s Degree in Human Resources Management, Business Administration, Psychology, or equivalent experience
10 – 12 years of HR or applicable experience in roles of progressively increasing scope at the senior executive level with a demonstrated record of success
Actively partner, coach & develop executive leadership. Actively and effectively manage, coach, develop & influence HR employees, both direct and indirect reports
Actively partner, coach & develop and influence executive leadership Highly Complex-Most significant complexity and impact, highest risk environment. Large Scope-Generally supporting multiple products/services and/or functions
As required, lead M,A&D diligence and integration(s) from the HR perspective. Partner with M,A&D core team and regional HR on projects, programs, processes and initiatives to integrate the acquisition with the BU/Function
Demonstrates broad and comprehensive understanding of different systems, theories and practices
Negotiates and influences the opinions of others at the senior executive level and in external organizations; exercises sensitivity to the audience
Deliver client level results with integrity
Share relevant information with clients to educate and inform, and provide learning opportunity
Build trusting relationships across stakeholder community and HR colleagues
Demonstrate willingness to take appropriate risks, provide candid observations and influence decision making
Deliver human capital solutions that are consistent with corporate, legal and ethical standards
Recognize, articulate and help shape Sunovion’s culture
Facilitate adoption of Sunovion’s core values and work culture
Ensure that client level culture is aligned with Sunovion’s broader corporate culture
Demonstrate behavior consistent with Sunovion’s values and work culture
Help client community to personalize Sunovion’s core values and work culture
Talent Manager/Organizational Designer
In collaboration with resident HR subject matter experts, facilitate comprehensive talent management strategies and operational plans for assigned client community
Influence client level organizational “shaping” efforts
Foster proactive and thoughtful relevant communication across client and HR communities
Strategy Architect
Gain a keen understanding of Sunovion’s business model and client business challenges and opportunities
Provide insight to organizational strategies that serve to enable achievement of business objectives
Engage client community as a trusted business partner and leverage resident HR expertise to deploy HR solutions that address client needs
Influence appropriate changes to help client sustain strategic agility
Business Ally
Establish compelling “value proposition” to internal client community
Proactively help client community identify organizational success factors
Deploy business relevant and measurable human capital solutions
Leverage appropriate business technologies
Educate client community on HR contemporary trends and where appropriate influence adoption of competitive practices in collaboration with resident HR subject matter experts
Operational Executor
Administer client level and enterprise wide HR programs and services
Facilitate client level adoption of HR technologies
Facilitate client level compliance of Sunovion corporate policies and procedures
10+ Years in Life Science industry, preferably mix of biotech and small to mid-size pharma
Previous experience supporting integrated businesses (Commercial, R&D and G&A) with specific focus on global R&D
Demonstrated track record of performance and career progression
Previous experience operating in a parent-subsidiary operating environment a plus
Background should ideally include an international assignment
The successful candidate will have the ability to work independently in a high growth Life Sciences environs
Must have excellent reasoning and problem-solving skills, strong customer focus, and strong interpersonal, organizational and communication skills (written and verbal)
Strong project management skills are essential
Related pharmaceutical industry experience is preferred
Demonstration of high quality interpersonal skills, presentation skills, written skills and analytical skills to manage a high volume, fast paced human resource function and effectively interact with all levels of internal and external customers
Ability to multi-task, provide good judgment, initiative and sound decision making to proactively identify and resolve issues
Demonstrated competencies in analytics, program development, contract negotiations, vendor management and project management
Actively engage with the leaders of the function, serve as a credible and capable HR partner in leading organization effectiveness across the business
Act as a thought partner for designated business leaders on both business and organization-related matters so as to drive optimal business results
Consult with business and functional leaders to provide analysis and recommendations in such areas as talent acquisition, performance calibration, performance and career management, succession planning, organizational structure, work force planning and change management. Ensure effective talent management including recruitment, assessment and development
Ensure the business attracts, develops and retains high-quality talent to support growth objectives, opportunities and strategies of the business
Partner closely with the HR Centers of Excellence (COEs) to execute programs and practices
Partner with clients to plan and execute People Processes
Determine organizational implications of business strategy
Partner with the HR COEs to execute workforce transitions and transactions
Minimum of 5 years of experience in progressively responsible roles in human resources, including human resources business partner or “generalist” roles required
Demonstrated experience leading culture change initiatives, change management expertise and experience working in a medium to high employee relations environment strongly preferred
Proven track record and demonstrated proficiency in the following competencies: HR Subject Matter Expertise; Business Solution Design & Integration; Program & Project Management; Business Partnership, Advising, & Consulting; and Interpersonal Competence

Director / Group Director HR Business Partner Resume Examples & Samples

Supports the Business Unit Leadership team members as the primary service provider connecting with Talent Acquisition, Labor Relations, Employee Relations, and other COEs in adapting the Coca-Cola Ltd.’s People Plan into a BU specific action. Responsible, in partnership with Talent Acquisition, Labor Relations, Talent Management, Compensation and Employee Relations for building management routines to ensure the plan execution
Develop and lead org development and change management initiatives to support transformation and growth of the BU
Lead business partners through the performance management programs and procedures, including but not limited to performance enablement, people development forums, succession planning and individual development plans that enable the BU to continue to invest in building the capabilities of a highly talented and diverse leadership team
Develop leadership capabilities to identify employee-related opportunities to develop and implement proactive / preventative solutions to achieve targeted results
Support the HR Service Delivery model through collaboration and partnering with Employee Relations to assist with the resolution of complex or high exposure associate complaints, issues and concerns regarding employment practices originating from various sources, including but not limited to grievances, Ethics & Compliance hotline calls, and Solutions complaints
Partner with the Labor Relations team in the planning and coordination of Plant LR activities including collective bargaining preparation, strike contingency, positive employee relations training (PERT), implementation of business initiatives and responding to escalating Employee Relations concerns, and ensuring execution of proactive employee engagement programs and plans
Partner with the Talent Acquisition team and business leaders to identify recruiting strategies needed to meet the goals and objectives of the organization and ensure the execution of affirmative action plans and local outreach activities to promote the hiring and retention of a qualified and diverse workforce
Develop, inspire and grow local HR talent both direct team members and indirect local HR team members
Lead facilitation of training, education, employee communications and culture building initiatives
Comprehensive business literacy and understands all the specific details and nuances of the Imaging Division
Facilitates development of the client group’s integrated people plan and ensures alignment with the strategic plans of the organization
Provides highly experienced vision and input on business restructures, workforce planning and employee talent management and development
Successfully and proactively shepherds the organization though its annual cycles such as merit, equity, annual and mid-year review, and ratings calibration. This includes the execution of all company-wide HR programs and practices
Develops and implements HR programs, and tools in partnership with business leaders, Centers of Excellence (COE’s) to build and enhance organizational capability and add value to the business
Employee Relations experience that is objective, thorough, diplomatic and discrete
Strategic analysis and trend examination to ensure that the organizational framework delivers the most benefits to the business, including periodic reviews and adjustments to the organizational design
Counsel, coach and drive leaders/ managers on talent issues including performance management, high potential employee identification, and poor performer management
Provide business partner consulting to all levels of organization within the aligned client groups
Broker support from Co E teams to insure development of the Imaging employee population progresses
A minimum of 12 years of progressive HR leadership experience with a large to mid-size, dynamic publicly traded, global companies
Skilled in solution oriented HR acumen with demonstrated knowledge of the Strategic HR Business Partner Model, efficient organizational design, HR best practices, talent management, relationship management and performance management
3+ years leading and mentoring a staff of 3 + HR Professional consulting to a dynamic business with multiple locations throughout the world
Accomplished in managing and mentoring a global HR staff
Results driven and comprehensive approach to managing all HR processes autonomously from end to end; both administrative to highly strategic. Thrives in a fast paced, dynamic environment
Demonstrated ability to develop relationships with VP+ level business leaders on tactical and strategic issues is critical. Excellent relationship building capabilities with a keen ability to coach and guide. Mature professional judgment which is both discrete and diplomatic is vital
Collaborative and engaged approach to HR consulting with exceptional communication and presentations skills. Extremely strong writing skills required
Inherent self-sufficiency, flexibility and confidence with a preference for autonomy to take ownership and manage activities & processes to achieve revenue results
Must be willing to roll up sleeves and contribute to day-to-day, tactical activities
Some travel required (up to 15%.)
Masters in HR is preferred, not required
Strong interpersonal, communication, facilitation and presentation skills
Possess strong leadership skills, exceptional emotional intelligence, and unquestionable integrity
Ability to handle and resolve problems, confidential and sensitive situations and issues of complex nature
Ability to translate business vision and strategy into an executable People agenda
Demonstrate ability to work independently, and collaborate effectively with others
Creative problem solver; with ability to both work within processes and to think “outside the box"
Able to be proactive, prioritize work and handle multiple assignments
Influences and interacts effectively with all levels of an organization
Demonstrated competence in the various HR functional areas: recruitment; compensation; employee relations; management coaching; organizational development
BA or BS required; Masters preferred and strong preference for PHR, SPHR, SHRM-CP, or SHRM-SCP certifications
Minimum of 15 years of professional experience working within the HR function preferably with focus/experience in employee relations, project management, training and/or organizational development
Excellent executive presence and financial and business acumen
Proficient in Microsoft Office applications including Excel, and PowerPoint
Comfort working in a fast-paced, dynamic environment
Contributes to and implements established HR strategy for their assigned locations
Actively participates as a member of the line management team
Facilitates administration of key compensation programs
Implements and manages critical talent management tools, e.g. StARS, EDOD, 360s, etc
Assists in the delivery of organizational development processes
Performs "advocate" role in support of assigned clients as it relates to surfacing significant systemic concerns and makes recommendations for changes to Corporate and/or Division level policies, practices and/or procedures
In partnership with assigned client management organizations, identifies and develops solutions to address specific client needs; e.g.: compensation/job reevaluation projects, job/organizational function design, training/OD interventions to increase team effectiveness, improved communication within and across client organizations, decisions to downsize/ reorganize, post reorganization/RIF mgmt, etc
Assists in the coordination of all aspects relating to large-scale organizational restructurings/RIF's, RIF selection process, adverse impact analysis, coordination with Corporate ELS dept, RIF event coordination, Letter Agreement generation
Provides counsel and direction and/or directly handles many employee relations cases
Works in concert with HR Project Specialist and Corporate ELS department as necessary
Works with the managers to help them understand what to do about the situation, how to communicate to the organization, changes that need to be made, etc
Works directly with the associates to resolve concerns
Assists in the deployment of new HR related systems and processes developed and/or acquired at the Division or Corporate level (training, problem solving, etc.)
Participates on project teams as assigned having Division wide impact on HR related systems, tools, policies, etc
Provides "in the field" view of how the systems will really be used (or not) by key business partners
Drives region or division programs and initiatives
Conducts/Facilitates some training for associates and managers, primarily relating to programs such as Diversity, Ethics, Harassment, Gallup Q12, Behavioral Interviewing, Leaders as Coaches, etc
Receives assignments in the form of objectives and determines how to use resources to meet schedules and goals
Works on issues of diverse scope where analysis of situation or data requires evaluation of a variety of factors, including an understanding of current business trends
Follows processes and operational policies in selecting methods and techniques for obtaining solutions
Erroneous decisions or failure to achieve results will add to costs and may impact the short-term goals of the organization
Frequently interacts with associates, supervisors and managers, often involving matters between functional areas, other company divisions or units, or customers and the company
Often must lead a cooperative effort among members of a project team
May service more than one business unit
5-7 years of exempt generalist HR experience required
Facilitation's skills
Service Orientation
Responsibility
Serves as a member of leadership team for Regeneron Human Resources and the Commercial organization
Establishes and influences strategies for workplace policies and practices that benefit the business, creating minimal exposure for Regeneron Pharmaceuticals, Inc
Creates optimal culture for high performance and assists in building the right organization. Strategic activities include, but are not limited to: assisting with ongoing change; restructuring the organization as necessary; establishing programs to add or enhance organizational competencies; supporting growth of the business; and developing processes, policies, and systems aligned with corporate objectives
Develops and implements plans to effectively resolve people/organizational issues as they arise; partners with HR specialists and consultants as needed. Areas of expertise may include: a) coaching to management for leadership; b) key people-related decisions related to organization roles, staffing, development plans, succession planning and diversity
Identifies, diagnoses, and resolves various personnel and organizational related issues
Ensures that HR policies and practices are applied consistently throughout assigned client group and provides direction and guidance to all levels of management. Partners/collaborates with HR Team and line management, and ensures fairness and equity across the organization
Partners/collaborates with HR specialist teams or HR infrastructure and various projects as they arise. This may include: Human Resources Information Systems, performance management process, goal and objective setting processes, enterprise wide leadership initiatives, succession planning, building content for intranet site and internal communications, etc
Partners/collaborates with HR Staffing and Line Management, builds a competent and diverse workforce that ensures optimal performance and leading practices
Partners/collaborates with Learning & Organizational Development; serves as facilitator and resource for building strong competencies, and developing the talent and leaders within Regeneron’s workforce
Collaborates with Learning & Organizational Development to identify training, coaching, organizational development and programs needed to support business requirements. Supports company’s Talent and Performance Management processes and helps to drive a culture of accountability throughout the organization
Partners/collaborates with HR Compensation & Benefits to ensure equity and compliance across assigned client group. Provides input for client group and is a key resource/decision-maker regarding: salary actions, promotions, internal equity, career pathways, internal moves, and alternative rewards
Partners with other business functions within Regeneron on various projects as needed (i.e.Postdoctoral Fellowship Program)
Establishes and nurtures relationships at all levels across the organization. Advises and assists employees in managerial roles, facilities resolution and progress towards achieving company objectives
Serves as role model for others in Human Resources regarding: Generalist/Business orientation
Bachelor’s Degree; M.S. Preferred
15 + years of relevant HR experience
Experience in pharma/biopharma preferred
Significant experience in strategic staffing and organization design/roles and personal development planning. MBA or Master in Organization Development Preferred
Must have working knowledge of employment law and have the ability to resolve complex employee relations issues
Must have prior experience and understand the role of a strategic HR business partner and delivering results
Must have strong operational capabilities and be capable of driving issues to closure as well as navigate/resolve problems effectively
Must have experience in strategic staffing with the ability to screen and interview candidates, experience in organizational design/roles and personal development planning
Must have working knowledge or organizational structures, informal and formal relationships; organizational savvy
Possesses knowledge in organizational assessment, planning and development, experience with culture change a strong plus
Prior experience in presenting in front of large groups, advising senior management and mid-level management, coaching and counseling and have prior experience with separation management
Strong consulting and relationship management skills, with the demonstrated ability to develop effective strategic relationships with key senior stakeholders
Planning, organizational and project management skills, with experience in delivering on strategic organizational objectives within agreed timeframes
Able to translate interrelated business challenges into a compelling and focused people-agenda
Analytical, investigative and problem solving skills to devise innovative solutions to complex organizational issues
Getting to know in-depth the business, products, priorities, requirements, management and employees of the organization you will be supporting to be a best-in-class HRBP
Developing manager and leader relationship and capability through effective coaching and partnering
Coaching leaders through various people related matters in compliance with the company’s policies, procedures and approvals, and the various laws of the countries where the organization has employees and office sites
Coaching, partnering and guiding the SLT members and organization management through the various HR programs and processes including: Hiring and Promotions, Performance and Salary Reviews, Performance/Behavior Improvement Programs, Employee Relations and Terminations, Employee Opinion Survey and 360s, etc
Providing oversight and direction to HR employees supporting the BTS team as well as working together with the HR COE teams to ensure consistent roll-out of HR programs to the Business Unit
8-10 years of combined HR generalist and COE experience in the high-tech industry
Bachelor’s Degree in Business, Psychology, Human Resources or related field; MBA preferred
Experience of working within a North American headquartered business with a fast paced, demanding and rapidly changing environment
Demonstrated success in partnering and teaming with other HR team members globally
Can-do/results-oriented attitude, strong sense of urgency and ability to complete tasks from beginning to end
Proven interpersonal, relationship building and influencing skills, including ability to influence leaders in remote locations
Possess analytical and problem-solving skills
Customer-centric, dedicated and practices strong professional ethics
Have a positive attitude and commitment to be a ‘champion’ for the organization
Partner with the business to identify, develop and drive key initiatives that will support the short term and long term strategies of the business. Such initiatives include leadership development, talent/performance management, change management, workforce and succession planning, talent acquisition, employee and career development, performance management, rewards and recognition, and coaching (employee and manager). Client groups will be spread across multiple sites and countries
Build and nurture strong relationships with business leaders and key stakeholders; partner with colleagues inside and outside of HR to innovate, enhance, align and drive the effectiveness of HR initiatives
Conduct organizational assessments and develop/drive initiatives to close gaps and implement necessary solutions to ensure a high-performing workforce; provide candid and constructive feedback to leaders about talent moves, gaps, promotions and growth opportunities
Assess business unit's management training needs and conduct 1:1 and group training sessions as appropriate. Ensure development initiatives for key employees and high potentials and track their career progression
Drives corporate Human Resources initiatives and programs effectively within the organization
Partner with compensation team to provide compensation support including salary planning, approval of salary actions, promotions and job re-leveling
Recommend and drive improvement to human resources systems, policies and processes
Scans and benchmarks the marketplace to identify and leverage best practices / trends to influence the business and HR agenda
10+ years progressive HR experience - moving from a specialist or generalist into an HR Business Partner role, with at least 5 of those years as HRBP
Experience in working in a manufacturing /operations environment
Decisive leadership and the courage to propose solutions others are reluctant to address, act in the face of resistance for the best interests of the business
Extensive capacity to influence business leaders; Organizational agility and savvy
Possesses a bias for action and sense of urgency, while able to prioritize and juggle multiple tasks
Past experience and comfort in working in a fast-paced, ever-changing business environment
Previous experience in a high tech global growth company with strong preference in experience with small AND large/established companies
Current and strong knowledge of State and Federal employment laws and labor laws outside the US
Knowledge of SOX compliance requirements as it relates to Human Resources functions; and
Experience working with teams outside of the US; Ability to work across different cultures and to travel internationally
Requires 8 - 10 years HR experience, with at least 5 years of experience in a generalist role, with demonstrated experience in organizational development, and employee relations
Requires experience in driving, managing and implementing company-wide initiatives
Requires experience in building and sustaining relationships with senior leaders, employees and colleagues
Additional licensing, certifications, registrations: SPHR desired
Working knowledge of Federal and State labor, compensation and benefits laws and regulations
Knowledge of all HR functions including employee relations, compensation, benefits, talent acquisition, learning and development, talent management and related processes
Demonstrated ability to learn the business quickly, understand key business drivers, develop solutions that get results and drive change
Ability to work effectively within a changing, complex matrix organization
Is able to perform effectively in a cross-functional and team environment
Demonstrated consulting and influencing skills
Possesses highest level of integrity and ability to keep information confidential
Is able to understand business objectives and has demonstrated ability to partner effectively with business leaders to attain them
Is customer focused, both internally and externally
Builds rapport and work effectively with employees and colleagues at all levels demonstrating diplomacy and awareness of different needs
Demonstrates excellent communication and interpersonal skills
Able to effectively manage complex and sensitive employee relations issues
Demonstrates ability in project planning and management
Able to lead and facilitate cross-functional teams
5-8 years of experience in a 2 billion dollar healthcare system or larger
Minimum 10 years of HR related experience in healthcare. For-profit and/or physician services experience preferred
HR leadership/vision
Strong facilitation, communication and presentation skills, including the ability to deliver difficult messages
Broad HR knowledge (across all HR functions/processes)
Serve as strategic advisor to US Sales SVP/VPs providing expert leadership in change management, leadership development and other employee and organizational initiatives while being stewards of our culture
Partner with the HR Centers of Excellence to design and deliver customized programs and services to the business in the areas of organizational development, performance management, compensation, employee relations, training and staffing
Liaison and partner with our Shared Service Organization to optimize services to HRBPs, employees and managers
In partnership with learning & development and sales enablement, manage training needs, analyze and develop training solutions to build capability within the assigned client group
Track, report, and provide analysis on a variety of employee-related data such as headcount and attrition; provide recommendations to business leaders based on that data
Manage and resolve employee relations issues through effective and objective investigation processes, ensuring adherence to appropriate employment laws and Intuitive Surgical policy
Manages HR Representatives responsible for addressing day-to-day employee relations issues and for HR administration
HR site leader for the Atlanta office
Minimum of a Bachelor's degree
A minimum of 12+ years of related experience, education, training and/or industry knowledge. 5+ years of experience partnering with executive level stake holders within a matrixed environment
Experience working in sales organization; healthcare and/or technology company highly preferred
Demonstrated success in establishing business relationships as trusted advisor, source of judgment and expertise; ability to influence in a complex, fast-paced environment
Ability to project and/or program manage from concept to execution
Proven track record in change leadership
Extremely strong verbal and written communication and presentation skills
Detailed oriented; willingness to be both “lead” and “do”
High IQ, EQ, and personal and professional maturity are necessary
Work as an integral part of the HR leadership team by developing effective working relationships, influencing, challenging the management team, and the development and delivery of plans in support of the achievement of the business area and HR strategies
Partner with the business to develop a resource strategy that defines the needs and competencies needed for talent
Work with leaders of business functions to understand how organizational changes may impact the organization
Partner with Talent Acquisition to ensure that there is a pipeline of talent available to support the strategy for client group
Partner with leaders to provide ongoing consultation and coaching, and sharing tools and solutions that support the organization’s business culture and desired outcomes
Develop and refine HR strategies to respond and support changing business needs
Understand the talent needs of the business and develop strategies to identify, attract and retain/develop the next generation of leaders
Identify and utilize HR metrics (i.e. workforce data and trends, turnover, etc.) to diagnose and proactively address or anticipate potential challenges to the business
Consult on and support investments of HR resources (i.e. Training, Compensation & Benefits, etc.)
Partner with HR team and leaders to formulate business plans, strategic workforce planning objectives and human resources guidelines for client groups
Work with leaders on small to large scale organizational realignments and other change management initiatives (i.e. reductions in force, mergers and acquisitions and other workforce actions)
Spearhead and/or support the development of competency models and career/learning roadmaps for job families; Conduct competency and skill assessments as necessary
Facilitate cyclical HR initiatives such as performance management, compensation planning, employee engagement/survey/action planning, as well as other launch initiatives
Support business with resolution of employee issues, investigations, career counseling and leadership/executive coaching
Facilitate succession planning and assessment of talent
Partner with Talent Acquisition Team, Finance and business leaders to facilitate hiring plans and forecasts
Partner with business leaders on assessment of talent, succession planning and key talent movements
Advise the business on regulatory employment law (in concert with Legal)
Perform other job related functions as may be assigned
10+ years of Human Resources experience in multiple disciplines (Compensation, Benefits, Learning & Organizational Development, Employee Relations, Talent Management, Talent Acquisition, Diversity & Inclusion, EEO, etc.) with 5+ of those years of experience as an HR Business Partner at a Fortune 500 corporation
5+ years’ experience as an HR Business Partner at a Fortune ranked corporation with direct partnership and support to senior level executives required
Management experience is required
Strong organizational skills with the ability to manage multiple priorities in a timely, accurate and efficient manner
Ability to set priorities, meet challenging deadlines and achieve quick resolution of issues
Self-directed with a high level of initiative, analytical and problem solving skills
Project management and strategic planning skills
Strong written/verbal communication and presentation skills with strong attention to detail
Collaborative and a team player
Skilled consultant and facilitator
Ability to influence and drive results
Ability to work with groups and teams to identify issues and solve problems
Ability to navigate through ambiguity
Effectively coach and develop others at all levels in the organization
Exhibit diplomacy, professionalism and maintain the highest level of confidentiality and integrity
Customer service oriented with strong listening skills and a quick understanding of business priorities
Strong interpersonal and relationship building skills with all levels of the organization
Ability to deliver and receive constructive and effective feedback
Ability to partner with employees at all levels, including senior executives
Flexible and easily transitions between changing priorities
High proficiency/expertise in Microsoft Office Suite (Word, Excel, PowerPoint, Visio, Outlook), with a strong comfort level working in HR systems or learning new systems
Provides program management to Corporate and Enterprise Services for successful implementation of HR programs and initiatives
Provides organizational development consultation and advice for Corporate and Enterprise Services initiatives within different functional areas
Provides change management and communication support for business and HR initiatives
Responsible for delivery of annual HR programs and policies across Corporate and Enterprise Services
Identifies HR trends and issues including possible management actions
Researches external best practices and trends
Researches best practices and provides strategic recommendations based on data analysis and incorporation of metrics to measure outcomes
Coaches managers to enhance leadership abilities, relationships among teams/individuals, interpersonal communications and performance management
Partners with appropriate centers of excellence to provide a full range of HR services in the areas of staffing, employee relations, compensation, and leadership and employee development
Ensures the consistent application of HR policies, processes and systems within the groups they support
Provides/delivers innovative and integrated HR practices around critical business issues
Defines and orchestrates an effective and strong organization by helping organizations focus on their key capabilities
Drives talent review processes and succession planning as key strategic lever for meeting the business’ strategic agenda
Ensures the organization is able to take advantage of its organizational design and its talent to accelerate its strategic agenda
Aligns the right structure, cultural context, and practices to drive employee performance
Optimizes human capital through uses of workforce planning and analytics
Develops organization capacity for change and translate that into change processes and structures
Effectively initiates and sustains critical business change into the organization
Business mindset: able to understand the business and financial conditions, link HR and business strategy, and identify ways to improve business performance
Capability & culture builder: skilled at identifying and assessing current organizational capabilities, building what’s required, shaping and supporting culture, and aligning organizational programs to reinforce culture
Change management: demonstrated experience in articulating the business case for change, evaluating change readiness, building and executing stakeholder plans and transition activities, and managing sustained change and transition
Consulting skills: able to tailor his/her communication style to work well with stakeholders at all levels in the organization; effective at influencing, facilitating, and problem solving
Leveraging data and technology: Able to effectively identify, utilize and present data in a way that facilitates evidence-based decision-making
Organizational Development/Design/Effectiveness experience strongly preferred
Experience in a large, complex, matrixed organization preferred
4-year degree in human resources, business or related field or equivalent experience, master’s degree preferred

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Empowering HR as Strategic Business Partner [Portal HR]

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HR Business Partner Resume
Here are examples of human resources skills to showcase on your HR business partner resume that'll separate you from other applicants: HR software (ADP Workforce, BambooHR) Time management skills. Communication. Presentation skills. Interpersonal skills. Computer skills. Tax regulation compliance.
Human Resources Business Partner Resume Examples and Templates for 2024
Profile Example #2. Collaborative HR Business Partner with 6+ years of advancement and experience. Focused on providing top-quality HR guidance to department managers. Work across functional lines to advance broad change initiatives for short- and long-term company success. 3.
Human Resources (HR) Business Partner
Start your resume with a strong summary statement that encapsulates your key strengths, experience, and career goals as an HR Business Partner. For example: "Strategic and data-driven HR Business Partner with 8+ years of experience partnering with business leaders to drive organizational performance.
5 HR Business Partner Resume Examples & Guide for 2024
5 HR Business Partner Resume Examples & Guide for 2024. Experienced HR Business Partner with 5+ years of progressive experience in HR, including 2-3 years in an agency setting. Strong attention to detail and organizational skills with the ability to work independently and analyze complex situations. A champion of Diversity, Equity, and Inclusion.
HR Business Partner Resume Examples & Samples for 2024
Chronological Resume. Candidate A. 13 years in workforce. 4 years at this job. BBA Management and Human Resources. MBA Human Resources Management. HR Business Partner, Global Logistics Inc. 08/2018-Current, San Diego, CA. Provided HR support to over 400 employees, managers and executives across three different sites.
3 Human Resources (HR) Business Partner Resume Examples
Top 5 Tips for Your Human Resources (HR) Business Partner Resume. Be confident As an HR business partner in a guiding role, your resume writing style should exude confidence. Align with the company culture by reviewing the job description and adopting a similar tone as you demonstrate how you enhanced employee satisfaction and achieved budget savings.
HR Business Partner Resume: Examples, Templates & Tips
Why this senior HR business partner sample shines. Shows an impressive career arc. This resume traces an inspiring path in HR management, spotlighting consistent growth, significant milestones and pivotal roles in shaping company cultures and strategies. Backs HR expertise with tangible outcomes.
HR Business Partner Resume Examples & Writing Tips (2024)
How to write a HR business partner resume. Before you can start writing your HR business partner resume, you need a plan. Let's take a look at the sections that you should include in your resume: The resume header. The resume summary (aka profile or personal statement) The employment history section.
HR Business Partner Resume Samples
HR Business Partner Resume Examples & Samples. 1) Be the strategic & trusted adviser to the business. BA/BS degree. Minimum of 10 years of HR Experience, most recently in a global HR Business Partner role in a medium to large global company.
HR Business Partner Resume Examples and Templates
A small misstep could land your resume in the pile of rejects. If you're creating a resume for the role of human resources business partner for the first time (or it has been a while since you updated yours), a little help can go a long way. You can find top-level examples/templates on these websites: 1. VelvetJobs.
HR Business Partner Resume: Examples and Tips for 2024
Examples of HR Business Partner Resumes. To provide an in-depth visualization of what a winning HR Business Partner resume might look like, this section highlights three different example resumes tailored to various HR Business Partner positions. In this section, we will be identifying unique strengths and formatting and wording choices of each ...
2024 HR Business Partner Resume Example (+Guidance)
2. Employee Relations: This is a key part of the HR Business Partner role, so it's important to highlight your experience in managing relationships between employees and management. 3. Talent Management: This indicates your ability to identify, develop, and retain top talent. 4.
Human Resources Business Partner Resume Samples
Human Resources Business Partner Resume Examples & Samples. Provide HR advice and counsel to client executive and leadership team. This includes the development of people strategies, leadership coaching, etc. Coach the client and provide stewardship of the people goals, strategy, and plan of the organization.
Human Resource Business Partner Resume Samples
Human Resource Business Partner Resume Examples & Samples. Work with senior management and the HR team to develop and implement HR plans and solutions. Partner w/ business on organizational design, workforce planning, succession planning, and skills assessment and development. Provide management coaching to front line managers and senior leaders.
HR Business Partner Resume Sample
Professional Skills. Strong business partnering skills and HR acumen, including problem solving skills, critical thinking abilities, coaching skills, project management abilities. Strong data validation and analytical skills and communications skills. Excellent written and verbal communication skills, as well as strong conceptual planning skills.
Human Resources Business Partner Resume Examples
A good objective for a Human Resources Business Partner resume should focus on the following key points: Demonstrate a clear understanding of business and HR strategies. Showcase your experience in aligning HR strategies with business objectives. Highlight your ability to identify and resolve conflicts between employees.
HR Business Partner Resume Samples
Sr. HR Business Partner Resume. Headline : Responsible for Serving as a strategic advisor and partner to the civil commercial group and health account clients on the firm's People Model, HR programs, policies, and people issues and provide HR support in the areas of people model activities, career management, employee relations and retention, employee motivation, people initiatives ...
Sample Resume of HR Business Partner (HRBP) with Template & Writing
Samples; Resume of HR Business Partner (HRBP) Create a Similar Resume. Resume of HR Business Partner (HRBP) 4.5 14845. Description Shilpa is an experienced and results-driven HR business partner who aligns the HR initiatives and functions with business objectives and business needs. She has experience in human resources management aiding the ...
Senior HR Business Partner Resume Sample
Senior HR Business Partner. 07/2015 - PRESENT. Detroit, MI. Compensation and benefits management, and. Provide HR leadership, partnership and expertise in support of several corporate teams with responsibilities in the following areas. Diagnosis and solution development for Employee Relations improvement opportunities.
Sr Human Resources Business Partner Resume Sample
Partnered with HR Central Functions including Global Staffing, Hourly Workfore, Diversity, Employee Relations, Compensation and Benefits, Talent Management and Training, Learning and Development to deliver processes to meet business objectives. Human Resource Business Partner, 01/2008 to 08/2010. The Climate Corporation - Kansas, KS.
Manager, HR Business Partner Resume Samples
15 Manager, HR Business Partner resume templates. Read our complete resume writing guides. Manager, HR Business Partner Resume Samples and examples of curated bullet points for your resume to help you get an interview.
Human Resources Business Partner Resume Sample
Sr HR Business Partner, 07/2016 to Current. Amazon.Com, Inc. - Skokie, IL. Counsel management on process of evaluating employees, setting goals, conducting objective performance reviews, and recognizing and awarding performance to improve productivity. Forster and enhance HR partnership with 26 Team Managers, 9 Program Managers and 1 Director ...
Director, HR Business Partner Resume Samples
Director, HR Business Partner Resume Examples & Samples. Collaborate with HR colleagues and service providers to assess organizational effectiveness and to build the HR business plan supporting the overall business strategy. Lead the implementation of the HR business plan and the delivery of all HR-related programs and services.

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Human Resources (HR) Business Partner Resume Examples: Proven To Get You Hired In 2024

Human Resources (HR) Business Partner Resume Template

Recruiter Insight: Why this resume works in 2022

Showcase strategic partnerships

Bullet points feature strong action verbs which stress HR skills

Uses specific HR-related metrics

Human Resources Business Partner Resume Sample

Highlight your experience partnering with business leaders

Showcase your ability to drive organizational change

Demonstrate your data-driven decision making

Highlight your experience with HR technology and systems

Tailor your resume to the specific company and role

Use a clear and concise resume summary

Skills For Human Resources (HR) Business Partner Resumes

Skills Word Cloud For Human Resources (HR) Business Partner Resumes

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5 HR Business Partner Resume Examples & Guide for 2024

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Resume Guide

INDUSTRY STATS

Top HR business partner sections that make the best resume

HR business partner resume experience section: dos and don'ts

Action verbs for your HR business partner resume

Recommended reads:

Writing a skills section that stands out:

Top skills for your HR business partner resume

Checklist for your HR business partner resume header

Making a strong first impression.

Resume summary formula:

What to include in your education section:

Top Certifications for Your HR Business Partner Resume

HR as a Strategic Business Partner

Human Resources (HR) as a Business Partner

Diploma Course in Human Resource Management (HRM)

Administrative Human Resources (HR) for Beginners

HR Analytics using MS Excel for Human Resource Management

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CAREER GUIDES

HR Business Partner Resume Examples and Templates

TABLE OF CONTENTS

Top Sources for HR Business Partner Resume Samples

1. VelvetJobs

2. LiveCareer

3. MintResume

4. QwikResume

5. JobHero

Tips for Creating an HR Business Partner Resume

What Does an HR Business Partner Do?

Workforce Planning

Recruitment and Selection

Employee Development

Compensation and Benefits

Employee Relations

How to Become an HR Business Partner?

Wrapping it Up

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HR Business Partner Resume: Examples and Tips for 2024

Key Skills to Include in an HR Business Partner Resume

Hard Skills