An HR Business Partner must possess deep business acumen; they must understand a company and its challenges to help address the organization and talent needs. An HR Business Partner must be able to work at all levels of the HR “stack” — strategic, operational, and tactical, influence effectively across all levels of a company, and navigate through ambiguity, recognizing when it is appropriate to introduce more structure and process without derailing current production. An HR Business Partner sets and aligns the global talent strategy with a company's business priorities to drive results, defines and drives the delivery of talent processes and programs, and actively participates in the functional leadership teams as a partner to the business. An HR Business Partner's role includes the following responsibilities: ● Partner with senior leadership to develop and implement effective HR policies and practices that will support the strategic growth of a business. ● Offer thought leadership regarding organizational and people-related strategy and execution. ● Provide timely information and/or education for all levels of a company on HR issues. ● Educate, coach, and partner with managers on performance management and employee development goals. ● Provide HR expertise in the areas of feedback, employee relations, development and coaching, compensation, and organizational development. ● Participate in the continual development of HR programs, such as recruiting, retention, compensation, benefits, and L&D. ● Collaborate with the HR team to champion and accelerate a culture of excellence in which people feel engaged and inspired to deliver top business results. ● Develop people strategies and design approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction. ● Lead core HR processes across products (performance calibration, compensation cycle, promotions). ● Analyze and interpret various types of employee reports (e.g., compensation, job levels, and attrition) to guide decision-making and provide proactive solutions to their client group. ● Partner with L&D to work on value-added programs in areas of training, development, career mobility, and job performance. ● Educate team members on compensation practices, including compensation, performance feedback, performance calibration, and career transitions.