Applies emotional intelligence to establish and maintain relationships with top management, driving the execution of HR and business objectives.
Applies data interpretation and analysis to understand business and organizational challenges and to design solutions.
Understands change management concepts and organizational objectives needed to drive and execute transformation and talent priorities.
Leads HR programs and processes within the business or function.
Assesses HR implications of the business strategy, identifies opportunities and uses the industry and market mindset to further meet business needs and designs solutions.
Represents the business or functional organization to the rest of the HR community.
Collaborates on design of enterprise-wide programs and initiatives by providing an organization-specific perspective.
Evaluates proposed HR programs to determine organization-wide viability.
Acts as a business leader inside the organization to support and lead large-scale transformation efforts.
Champions agile ways of working to develop and deploy business solutions.
Develops and evolves talent solutions based on business objectives.
Coaches senior leadership to drive engagement within the business or function.

First-level university degree or equivalent experience; advanced university degree in Human Resources, Business Administration, and/or related field is preferred.
Typically, 10-15 years of HR experience, with significant consulting exposure.
Demonstrated experience driving organizational change initiatives, developing workforce plans, and influencing business managers.
Experience partnering with managers to deliver HR solutions is required.
Highly skilled in partnering with leadership to formulate strategic business goals.
Proficiency in cross-disciplinary aspects such as org design, workforce planning, and change management.
Strong communication and interpersonal skills.
Intimate business knowledge; understands financials and business model dynamics.
Excellent program management and process development skills.
Outstanding relationship management skills.
Excellent quantitative and qualitative analytical skills, including competency in financial analysis.
Strong leadership and influence skills.
Extensive expertise in assessing enterprise-wide impact and risk.
Demonstrates exceptional skills in partnering with business executives.
Employs in-depth knowledge of L1-L3 organizational structures for strategic alignment.
Drives and orchestrates global programs across business segments.

HR Business Partner – Networking Sales

Key skills