Description:
As a Business Unit HR Leader, you will provide strategic HR partnership to Supply Chain function in Anasco Site, contribute to shaping business strategy, and drive aligned outcomes in these focus areas:
• Leverage internal and external insights to diagnose and design organizations optimized to achieve strategic goals
• Design and deploy data-driven talent strategies that curate the talent and capabilities required to deliver
• Shape and steward our culture and employee experiences that will attract, inspire, and retain top talent
• Accelerate performance through leadership coaching and team effectiveness
• Partner across our OneHR model to deliver on talent and organizational strategies

Core Responsibilities
Business strategy
• Fluent in key business strategies (even outside of people topics), as well as external market competitive landscape
• Represent OneHR and provide strategic input on business strategy
• Understand what the business needs (through diagnosis, analysis, data), including organizational health, and what the function must bring to meet those needs, leveraging the breadth of the OneHR model
• Partner with the business on how to ensure organization is optimally set up to deliver on business strategy inclusive of annual business planning and long-range financial planning (e.g., workforce planning)

Talent strategy and management
• Identify and diagnose talent needs of the business through strong business and analytical acumen and effective analysis
• Create and deploy talent strategy to attract, develop, reward, and retain talent, including robust succession-planned pipeline and critical capability building (e.g., digital)
‒ Own and drive talent management for Anasco site; set and action priorities, develop talent talk rhythm aligned to global calendar; inclusive of alignment on talent pools and measurement of progress via talent metrics (e.g., retention, movement)
‒ Partner with Talent Acquisition to define strategy to source and acquire talent in critical capability areas, ensuring diverse slates
‒ Lead succession planning for Anasco site, as appropriate; assess pipeline strength and develop plans to strengthen as needed
• Execute DE&I strategy in partnership with the business
• Partner across OneHR model to assess current state and enhance capability through buy/build/borrow strategy in partnership with Talent Acquisition/Access and Client

Circumstantial responsibilities
Business strategy
• Partner with business leadership to provide strategic context to overall communications plan (led by comms, business leader, or business admin)
• Support A&D activity (e.g., due diligence, integration)
• Lead organizational design efforts to position business for the future
• Execute significant organizational design efforts, inclusive of legal reviews, preparing managers to lead notifications, developing and executing notification/exit plans
• Guide and support development of change plan to prepare organization to return to fully functioning state with maximized effectiveness (post-notification); diagnose and design solutions for post–org design execution

Talent strategy and management
• Execute workforce planning efforts (including assessment of org, followed by assessment of talent) in alignment with overall business strategy to ensure business appropriately resourced to deliver commitments (e.g., product launch)
• Support career planning and pathing efforts as part of overall talent strategy
• Partner with the business to develop and/or refresh relevant competency frameworks
• Lead talent planning exercises deeper within organization, focused on critical capabilities
• Consult with ER/LR on local strategy; conduct consultations with works councils
• Consult with business on future talent needs to ensure market competitiveness
Culture and engagement
• Partner on engagement strategy with business and communications team
• Advise to business Credo Action/DE&I/Engagement Teams as well as ERGs
• Support cultural transformations of the business
Leadership coaching and effectiveness
• Develop onboarding plan for new leaders
• Coach leaders on employee performance, stakeholder interactions, and team effectiveness
• Consult on disciplinary actions as a result of ER investigations and supporting associated employee/manager coaching
Execution and pull-through
• Ensure communication and pull-through of Corporate Services Enterprise efforts (e.g., Performance Management, Global Job Architecture) in the business; training and manager capability building
• Facilitate slate/offer approval processes and conduct interviews for critical capability areas
• Manage talent nomination lists for senior leader engagement connections and development programs
• Support Other Adjustment (OA) analyses in conjunction with Total Rewards; advise on nonstandard offers/offer negotiations
• Align and communicate business-specific year-end calendars and planning guidance (e.g., spending pools)
• Support country and regional rollout of policies and compliance requirements
• Contractor management—support in hiring, negotiations, merit increases

Qualifications
• This position will be located in Anasco, PR, and will require 10% travel.
• 6+ years of professional experience required, with a minimum of 2 years of HR or HR-related experience preferred.
• Bachelor's degree in a relevant field such as Human Resources, Business Administration, Psychology, or a related discipline.
• Professional Coaching and Change Management certification is desirable.
• Proficiency in English is required.

Along with technical HR skills, successful HR Partners require a set of soft skills to effectively collaborate with business leaders, employees, and HR teams. Here are some essential soft skills for an HR Partner:
• Communication: Strong verbal and written communication skills are crucial. HR Partners need to convey HR policies, procedures, and information clearly and effectively to both employees and management.
• Empathy: Empathy is essential for understanding and addressing employees' concerns and issues. HR Partners should be able to connect with employees/leaders on a personal level and demonstrate genuine care and understanding.
• Active Listening: Being an active listener helps HR Partners truly understand leaders/employee and management concerns. It's also valuable in gathering feedback and resolving conflicts.
• Relationship Building: Building positive relationships with employees, managers, and colleagues is vital for establishing trust and credibility within the organization.
• Problem Solving: HR Partners should be skilled in problem-solving and critical thinking. They often deal with complex issues and must find creative solutions to meet the needs of both employees and the organization.
• Conflict Resolution: Handling and mediating conflicts is a common part of the job. HR Partners should be able to remain neutral, empathetic, and fair while resolving disputes.
• Adaptability: The HR landscape is continually evolving. Being adaptable and open to change is essential for staying current with HR trends, policies, and practices.
• Business Acumen: HR Partners need a strong understanding of the organization's business goals, strategies, and operations to align HR initiatives with business objectives effectively.
• Confidentiality: HR Partners often deal with sensitive and confidential information. Maintaining strict confidentiality is essential for trust and professionalism.
• Teamwork: HR Partners collaborate with various teams, including other HR professionals and departments. They should work effectively in a team and across the organization.
• Time Management: HR Partners often handle multiple tasks and projects simultaneously. Effective time management is critical to meet deadlines and priorities.
• Influence and Persuasion: HR Partners may need to persuade or influence management and employees to adopt HR strategies and policies. Effective communication and influencing skills are valuable.
• Cultural Awareness: Understanding and appreciating diverse cultures, backgrounds, and perspectives is essential, particularly in global organizations.
• Emotional Intelligence: Being in tune with one's own emotions and the emotions of others is essential for managing workplace dynamics effectively.

*Weil Group is proud to be an Equal Employment Opportunity Employer.*