Wolters Kluwer HR Business Partner Manager in St. Paul, Minnesota
The Human Resources Business Partner Manager (HRBP) works closely with the Director of Human Resources to lead the development and execution of the human capital strategy in partnership with the Global Risk and Compliance (GRC) CT Leaders and their respective leadership teams. The HRBP is responsible for assisting in solving and optimizing organization challenges through people related solutions that are grounded in a data driven approach. The role assists in driving alignment of business objectives with employees and leadership. The HRBP serves as a consultant, employee champion and change agent and strives to identify, grow and retain remarkable talent by collaborating with functional HR experts to design and execute programs to develop, motivate and retain talent and organize work to support the achievement of enterprise and business area goals.
The Human Resources Business Partner Manager advocates Wolters Kluwer culture, values, and partners with leaders to ensure people decisions are fair, equitable inclusive and plays and essential role in advancing diversity, equity, inclusion and belonging.
Build and develop “Trusted Advisor” relationships with business leaders to offer thought leadership on organizational and people-related strategy and execution and demonstrates strong business acumen, understanding of financials and market trends as it relates to success of HR and the business
Provide insights in HR and business planning processes, with a focus on devoting time and resources to the most impactful activities that yield the best and highest return for the business and employees.
Implement and advocate a dynamic people strategy framework that will deliver relevant Development, Leadership, Engagement, Reward and Recognition and Change Management to support the business strategy, culture, and key business function needs.
Provide leadership, consulting and change management for human resources programs including Performance Management, Organizational Development, Employee Engagement, Organizational Re-design and Change Management, ensure alignment with company values in all dealings while minimizing risk and ensuring fair and equitable outcomes
Solve problems while identifying root causes and provides expertise in coaching, career planning, performance management, employee relations, recognition, rewards, learning and development and talent and succession planning
Participate in planning and execution of programs; 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. Requires influential communication and negotiation skills to modify the beliefs and opinions of key internal and external stakeholders.
Execute and support annual calendar activities to effectively support client groups to efficiently and productively meet expectations and requirements.
Accountable for organization development and effectiveness for assigned businesses unit and/or function. Engaging CoE partners (Talent Acquisition, Compensation and Benefits, Talent Development and HR Operations) as appropriate, responsible to diagnose, identify scope of change and 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 effectiveness for assigned businesses.
For respective client groups, leads talent management and compensation processes through active leadership, coaching, recruiting and organizational development activity including performance reviews, talent reviews, training, and cultivation of new leaders through the use of available programs and tools
Demonstrated understanding of the Sales, Product and Technology functions. Ability to make quick decisions that mitigate risk but balances with courage to take smart risks based on experience.
Uses data (qualitative and quantitative) to identify trends, opportunities and make informed decisions, execute programs to improve organization health and identify and measure outcomes.
Stay informed about state and federal laws, regulations and trends to ensure that the company’s policies and programs conform to these and are competitive.
Stay abreast of industry best practices, identifying areas of improvement, recommending and implementing those best practices to support corporate goals and development.
Partners with HR COEs such as Talent Acquisition, Compensation and Benefits, Talent Development and HR Operations.
Performs other duties as assigned by supervisor.
Minimum of 7 years of progressive Human Resources experience, including a diverse exposure to all major functional areas of Human Resource and management/influencing of others to achieve desired objectives.
Requires a high degree of knowledge and resulting credibility to foster the necessary business relationships and build consensus with senior leaders.
Experience as a transformational leader for the organization by leading change and the ability to articulate and shape the organization’s culture.
Excellent judgment and decision-making skills with the ability to deal with ambiguity and provide leadership to drive solutions.
Effective at leading change and organizing people and activities to effectively and efficiently complete projects and work.
Experienced in working effectively at all levels of the organization and in a matrix environment, including in partnering with HR Shared Services /COE on various HR Business Processes.
Experience providing direct guidance and coaching to organizational stakeholders (e.g., leaders and employees) seeking expert advice.
Demonstrated analytical, creative thinking and interpretation skills in solving complex HR issues.
Experienced user of the Microsoft Office Suite (Word, Excel, PowerPoint, and Outlook.
May require travel (up to 10%); must be able to obtain and maintain valid travel documentation.
Experience in Enterprise Software business environment
A mix of professional work experience in global developed organizations as well as smaller entrepreneurial companies a plus
Team oriented, cooperative and flexible.
EQUAL EMPLOYMENT OPPORTUNITY Wolters Kluwer U. S. Corporation and all of its subsidiaries, divisions and customer/business units is an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.
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