HR Partner- Product Engineering

Job Description

The HR Partner is a client facing role that will work closely with Centers of Expertise (COE) and HR Business Leaders (HRBLs) to partner closely with business leaders and employees to provide high-touch, face to face support on key HR processes. The HR Partner will support teams to resolve complex issues and tasks, not handled by the People Services team because a greater level of care and support are needed. The HR Partner will utilize HR expertise plus geo/BU/ function-specific knowledge to solve talent-related problems, support leaders with recurring HR programs, and support special initiatives across the business. 

Roles & Responsibilities:

• In collaboration with managers, build a positive employee environment that emphasizes Intuitive’s culture, core values, and individual and leadership expectations.
• Provide day to day support to HRBLs to support large groups while providing the right level of support at the right time.
• Actively partner with People Services team to successfully deliver on cyclical processes and support business needs.
• Act as a liaison between client groups and the employee relations and people services teams to escalate cases, identify areas of opportunity, provide constructive feedback and engage in effective solutioning when challenges arise.
• Service as connection point to COEs to customize solutions and programs, as needed, to meet business needs.
• Act as project lead for delivery of recurring HR services and core process (e.g., P&C process, Goal setting).
• Deliver expert coaching and consulting to senior management and employees to drive a high-performance culture.
• Build manager capability through coaching and facilitation of various training programs to build capability across client groups/regions.
• Provide guidance and coaching on HR & talent programs: merit, performance review, performance improvement, talent planning, talent development, succession planning, etc.
• Ensure delivery of a sustainable, consistent employee experience that is aligned with the HR strategy and employee value proposition. Escalate feedback to People Services teams, as needed.
• Understand business requests and strategize on the execution of these solutions with other HR leaders, as needed, to determine best solution and course of action.
• Continuously monitor performance of HR programs locally and be the voice of business with COEs providing real-time feedback, when needed.  Effectively articulate business requirements/needs to services and COE teams.
• Participate in various HR projects in recruiting, performance management, playbook development, programs and policies development and implementation, etc.
• Proactively leverage data and dashboards to assess trends, identify issues, themes and framing of data driven solutions for client groups supported.
• Acts as local “face of HR” for locations with large employee populations providing feedback and input when necessary and escalating issues, as needed.
• Leverage technology and defined process to deliver services globally.

 Skills:

• This position will need to interact and influence all levels of the organization.
• As the voice of the business, this role will need to be able to influence both COE and People Service leaders.
• Proven ability to build trust and relationships with partners at various levels in the organization.
• Ability to exercise discretion, sound judgment, objectivity with the highest professional ethics, and always maintain confidentiality.
• Effective analytical, problem solving, and decision-making skills.
• Data-driven and able to synthesize key insights
• Ability to simplify complex problems to provide clarity in driving resolution.
• Versatile and action-oriented; ability to manage projects from inception through to closure.
• Must be able to communicate in a clear and concise manner so the message easily translates across all areas of the organization.
• Ability to create and foster business relationships with leaders and employees across a range of functions and business groups
• Innovative and creative approach to problem solving.
• Accomplished organizational skills, including the ability to accomplish demanding timeline objectives.
• Must have the ability to work at strategic, operational, and tactical levels on a global scale.
• Strong facilitation and presentation skills
• Exceptional communication and interpersonal skills with a proven ability to build trust, credibility, and strong, productive relationships.
• Excellent organizational and project/program management skills.
• Familiarity and comfort in working in a highly matrixed organization.
• Ability to objectively coach employees and managers through complex, difficult, and emotional issues.
• High change agility.