Senior HR Business Partner

The Senior HR Business Partner is accountable for the business relationship with senior management. In this role, the HR manager will need to understand the business objectives of the client group(s) in order to provide both strategic and operational partnerships. Additionally, this role requires a strong track record of coaching and advising Vice Presidents and Sr. Directors to build their leadership and management capability to achieve key business outcomes. This role drives and interfaces with HR
peer groups to develop and provide insights across all HR functions planning. May take leadership roles for company-wide international HR projects. Prioritization, effective collaboration, insight-based solution development and strong communication will be critical to success.
HR Operations:
HR Manager with strategic focus as well as tactical expertise. Partners with the HR leader and worldwide HR Team to design a comprehensive talent strategy with executive management to ensure successful execution of business objectives. Leads and manages Company’s HR Operations, Compensation, Immigration, Benefits, HRIS and HR Business Solutions.
Make recommendations on policies related to compensation programs, incentive plans, equity compensation, and performance management. Prepare special reports and makes recommendations on salary structure movements, salary increase and budgets. Complete compensation surveys and benchmark positions for base and total compensation
Demonstrated experience in all employee life cycle phases, including recruiting and staffing, training and development, performance management, benefits and compensation, and succession planning.
Oversee the management of the HR Oracle database and automated performance management system (SumTotal)
Manage all employee Americas benefits and annual renewal
Manages Immigration interface with legal and employee base
Manage and support the internal and external HR website
Performance, Recognition and Rewards:
Drives employee recognition and rewards processes. Is accountable for the successful implementation of the life cycle of the performance and compensation process across all assigned client groups. This includes being knowledgeable of business unit budgets and demonstrates ability to utilize effectively during annual cycle; Shows good judgment in knowing when to advocate out-of-guideline recommendations; Develop recommendations on executive compensation; Understand concepts of equity and vesting timelines as it relates to exec compensation.
Workforce Analytics and Technology
Change Management
Talent and Workforce Planning Solutions
Culture and Employee Experience

Bachelor or Master’s Degree in a relevant field plus 10+ years of progressive
success as a strategic HR business partner/manager. Proven experience managing and implementing large scale HR programs and/or initiatives.
Excellent change management skills - comfortable with ambiguity and constant change, able to methodically work through complex problems, set priorities and execute on commitments.
Can balance compassion and toughness in coaching others and leading through change.
Excellent at building and managing through relationships across all levels of management and our worldwide HR organization.
Solid understanding and working knowledge of HR laws, regulations and compliance practices.
Passion for creating healthy organizations, driving transformation and creating a culture with competitive advantage.
High level of expertise in Excel and HRM systems.
Oracle, BeneTrac and SumTotal experience preferred.
Excellent communication skills, both written and verbal
Multiple language skill (Mandarin or German) a plus

All your information will be kept confidential according to EEO guidelines.