People Partner - HRBP for Marketing

People Partner - HRBP for MarketingDescription -This role is responsible for leveraging extensive business knowledge to drive complex HR programs, combining analytical expertise with strategic planning for effective implementation. The role manages and supervises intricate financial and workforce metrics and reports, offering guidance on performance issues, navigating changes, and organizational planning. The role represents business needs, contributes to strategic planning, and drives process enhancement for organizational growth.ResponsibilitiesUses extensive business or function knowledge to drive the execution of a wide spectrum of complex HR programs.Performs complex and occasionally highly complex analysis for a HR function or business, utilizing strong business understanding to achieve objectives effectively.Manages HR programs within the business or function along with supervising the complex quantitative and qualitative analysis of financial and workforce data.Engages in strategic business planning where there is HR impact in order to ensure successful implementation of HR programs and processes.Provides advice and counsel to managers and employees on all performance related issues, including identifying key talent, organizational planning, recognition and rewards, attendance/performance issues, performance improvement, and terminations, ER issues, CPM.Contributes to the development of the change management strategy within the business to support the implementation of HR programs and initiatives.Oversees data analysis for the business to support the implementation of HR programs processes and services aligned to talent, performance and compensation, organization design, assessments and talent planning.Represents the needs of the business or function on an ongoing basis to maintain consistent plans between HR and the business or function in program implementation.Identifies the need for new or improved HR processes and drives the development and implementation of those processes.Supports policy and process enhancement, identifying opportunities for improved efficiency and organizational growth.Education & Experience RecommendedFour-year or Graduate Degree in Human Resources, Business Administration, or any other related discipline or commensurate work experience or demonstrated competence.Typically has 7-10 years of work experience, preferably as an HR Business Partner, organizational change initiatives, workforce plans, or a related field.Preferred CertificationsSociety for Human Resource Management (SHRM)Knowledge & SkillsBusiness StrategiesChange ManagementData AnalysisEmployee EngagementEmployee RelationsHuman CapitalHuman Resource ManagementHuman Resource StrategyHuman Resources Information System (HRIS)Labor LawOrganizational ArchitectureOrganizational DevelopmentOrganizational EffectivenessPerformance ManagementProject ManagementSuccession PlanningTalent AcquisitionTalent ManagementWorkday (Software)Workforce PlanningCross-Org SkillsEffective CommunicationResults OrientationLearning AgilityDigital FluencyCustomer CentricityImpact & ScopeImpacts function and leads and/or provides expertise to functional project teams and may participate in cross-functional initiatives.ComplexityWorks on complex problems where analysis of situations or data requires an in-depth evaluation of multiple factors.DisclaimerThis job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities, knowledge, etc. These may be subject to change and additional functions may be assigned as needed by management.Job -Human ResourcesSchedule -Full timeShift -No shift premium (United States of America)Travel -Relocation -Equal Opportunity Employer (EEO) - HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.If you’d like more information about HP’s EEO Policy or your EEO rights as an applicant under the law, please click here: Equal Employment Opportunity is the Law Equal Employment Opportunity is the Law – Supplement