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Human Resources Business Partner

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Date: 15-Aug-2019

Location: Hoffman Estates, IL, US

Company: Tate & Lyle

Human Resources Business Partner

 

ROLE PURPOSE

The Human Resources Business Partner is responsible for aligning business objectives with employees and management in designated business units. HRBP will be focused on providing consulting and coaching to our business leaders, enabling business change and being an advocate of the HR strategy by helping roll out our multiple initiatives. Responsible for performing HR-related duties on a professional level and works closely with senior HR management in supporting designated client groups. This role is part of the US-based Human Resources team and must be able to work in a highly matrixed, collaborative environment.

 

MAIN ACCOUNTABILITIES

 

  • Partners with our Recruiting/Talent Acquisition Team to manage the full cycle of recruitment for assigned areas
  • Conducts talent acquisition effort for all positions for client groups; obtaining approvals, job postings, interviews, initiates the new hire process and onboarding activities
  • Monitors human resource information system records by for data integrity, completes required forms for personnel changes, and requests HR related reports from the HCM through HR Shared Services (HRSS) NOAM
  • Assists with compensation administration; short-term incentive, long-term incentives, merits, pulling market data and propose a recommendation on various personnel actions: new hires, transfers, promotions, demotions, and adjustments
  • Prepare materials for, and assist in facilitating, talent sessions such as objective settings, engagement survey results, performance calibration, succession planning, and more
  • Handles employee relations counseling, under line manager’s guidance
  • Participates in administrative staff meetings and may attend other meetings and seminars as directed
  • Recommends and participates as a change agent for new approaches, policies, and procedures to continually improve efficiency of the department and services performed
  • Make recommendations to HR practices, policies, and guidelines. Enforces HR practices, policies and guidelines in a consistent manner across the organization
  • Works closely with the Centers of Excellence (Compensation and Benefits, Talent Acquisition, Talent Management, HRSS)
  • Assist with the creation and maintaining a strong culture and high-class global standards by working closely with colleagues
  • Promotes diversity and inclusion across the organization
  • Supports local HR communications

 

 

Safety Accountabilities:

 

Protecting our people and the environment is foundational to our business

 

Each team member is expected to support the Tate & Lyle culture where Environment, Health and Safety are the overriding values in all activities. Every team member is accountable for working safely and complying with all Environmental, Health and Safety (EH) policies, procedures and regulations relevant to their work and is expected to speak up and intervene to prevent unsafe conditions and to respect fellow workers and the communities in which we work. Included in this is abidance with our Life Saving Principles (LSPs) and our STOP WORK AUTHORITY, which are developed to strengthen our workplace safety, prevent serious injury or loss of life.

 

 

PERFORMANCE MEASURES

 

  • Maintain our HR Data to 100% accuracy
  • Follow-up and completion of commitments as defined in annual objectives
  • Has a reputation as a visible, positive role model for the business for the organizational values, standards and leadership behaviors
  • Takes full ownership for actions and outcomes
  • Challenges the status-quo to seek better ways of doing things
  • Highly responsive and intuitive to people and the situation
  • Builds strong, effective global relationships internally and externally
  • Moves quickly when business opportunities arise to create value
  • Sets specific, measurable, achievable goals
  • Establishes cross-location or cross-functional relationships
  • Balances a focus on the task with focusing on bringing people with them
  • Builds on the ideas of others and own ideas to improve the business
  • Considers the risks when making a decision

 

LEGISLATIVE REQUIREMENTS

N/A

COMPETENCIES, SKILLS, KNOWLEDGE, EXPERIENCE AND QUALIFICATIONS 

COMPETENCIES

 Business Partnering

  • Ability to think about the entire organization and the impacts of change, rather than just HR
  • Knowledge of the business and the industry
  • An understanding of customer expectations

 

Leadership & Strategy

  • Credible leadership and inspirational role modelling
  • Ability to set progressive vision and agenda for HR
  • Focused on contributing to business revenues and profits

 

Consulting

  • Management of risk across initiatives, projects and change
  • Managing change across T&L including stakeholder management and project delivery
  • Building the right capability for T&L to deliver future priorities

 

Delivery

  • Creation of HR metrics and analytics to drive business outcomes
  • Focused on achieving outputs that address business needs
  • Improving ways of working, tools, processes for seamless customer experience

 

QUALIFICATIONS

  • College degree
  • Master’s Degree in HR or Business-related fields preferred
  • Proficiency in Office Package

EXPERIENCE

  • 3-5 years of relevant HR experience. Experience should be either in a generalist role or in multiple disciplines within the Human Resource function
  • Experience and a strong proven track record for success in multinational companies preferred
  • Labor negotiations experience will be a plus (if supporting an union site)

SKILLS / KNOWLEDGE

  • Exceptional people skills, communication and facilitation skills
  • Extensive capacity to influence business leaders
  • Organizational agility and savvy
  • Proficiency of HRIS systems
  • Strong communication and interpersonal relationship management skills with all levels of the organization
  • Deep sense of urgency
  • Proven successful track record and knowledge in organizational and employee development, performance management, employee relations, change management
  • Cultural adaptability
  • Confidence to work independently
  • Ability to travel 10% of the time (domestically)

 


Nearest Major Market: Chicago