Senior HR Business Partner, Print Microfluidics

Senior HR Business Partner, Print MicrofluidicsDescription -Senior HR Business Partner, Print Microfluidics The HRBP will coach and collaborate with two VP leaders and their staffs to drive business outcomes and organization effectiveness. This is a terrific role for an experienced HRBP who enjoys working on high impact engagements, processes, and projects. The HRBP will combine a deep understanding of business and people priorities with disciplined execution and attention to detail to drive measurable results and business transformation.Responsibilities: Partner closely with senior leaders to link the organizational and workforce strategies to improve organization effectiveness, talent quality, and performance. Establish and implement overall workforce strategy, organizational design, change management, and workforce planning to drive business transformation.Coach & Consultant: Deliver insights and solutions to the leadership team to address business challenges and leader development. Recommends and develops people strategies and solutions that drives organizational performance and employee engagement. Uses excellent judgment to partner to support managers in resolving issues quickly and confidentially.Talent Management: Lead talent management strategy and process to develop world-class, diverse talent. Makes it a priority to know the internal talent bench and support their growth. Champions career development. Does this through planning, assessment, leadership development, and special projects like rotation programs.Workforce Planning & Organizational Effectiveness: Diagnoses and clearly articulates the root causes of organizational performance impacts, as well as partners to propose potential solutions. Uses relevant data to inform client group and make decisions to positively impact aligned people priorities like hiring, diversity, compensation, talent, engagement, development. Supports workforce and labor management by partnering with leaders, finance teams, and recruiting teams to stay on targets and budgets.Business HR Operations & Planning:  In partnership with leaders, ensure excellent planning and implementation of key HR activities. This includes partnering across HR CoEs and Country HR teams to build, plan, and execute relevant programs and initiatives as well as respond to ongoing escalations. Supports escalations and compliance requirements by being a sounding board and coach.  At HP we value initiative, innovation, and informed decisions and look for HRBP candidates with these proven competencies:Strong collaborator – Ability to collaborate and operate in a "one team" environment across all levels of the organization.Strategic acumen – Ability to drive People strategy in appropriate ways at all levels of the organization. Partner with leaders to implement solutions that solve complex business challenges.Business and Financial acumen – Ability to understand organization’s charter and financial implications to translate to appropriate People actions when it comes to staffing, workforce planning, compensation, and mobility programs. HR acumen – Familiar with standard People plan components including organizational design, workforce planning, total rewards, learning & development, talent planning and management, labor, diversity, and HR operations.Partnering and influence – Through relationships built from trust and consistency, partner with leaders to drive actions that bring positive outcomes to the organization and people. Support The HP Way, through positive influence and personal standards of conduct. Advocate for inclusive environments throughout all interactions and support.Execution – Balances strategic thinking with tactical action to drive results. Leverages strong business acumen and analytic capability to integrate HR and business strategies. Ability to operate in a matrixed environment and deal with ambiguity. Demonstrates courage and willingness to take risks to deliver results.Desired Education, Skills and Experience: Bachelor’s degree in Human Resources, Business Management, Organizational Development or similar discipline is required with a minimum of 12 years of progressive HR experience across various functions, specifically HR business partnering.Demonstrated experience developing and implementing organizational change initiatives, developing global workforce plans, and identifying and creating organization capabilities.High degree of discretion and strict adherence to confidentiality.Strong analytical, problem solving, and decision-making skills.Strong project and process management skills.Excellent planning, time management, prioritization, and organizational skills as well as the ability to handle competing priorities calmly under pressure and within restricted timeframes.Solid communication (written and verbal), interpersonal, and the ability to deal effectively and professionally with all levels of employees and management.Excellent relationship building and management, as well as leadership and influencing skills.Experience in manufacturing environment preferred.HP offers a comprehensive benefits package, including:dental insurance, disability insurance, employee assistance program, flexible schedule, flexible spending account, health insurance, and life insuranceOur compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The typical base pay range for this role across the U.S. is $130,000 – $148,650 annually with additional opportunities for pay in the form of bonus and/or equity. Pay within this range varies by work location and may also depend on job-related knowledge, skills, and experience. Your recruiter can share more about the specific salary range for the job location during the hiring process.Job -Human ResourcesSchedule -Full timeShift -No shift premium (United States of America)Travel -Relocation -EEO Tagline - HP Inc. is EEO F/M/Protected Veteran/ Individual with Disabilities.