Lead Human Resources Business Partner
LEAD HR BUSINESS PARTNER
CenturyLink (NYSE: CTL) is a global communications, hosting, cloud and IT services company enabling millions of customers to transform their businesses and their lives through innovative technology solutions. CenturyLink offers network and data systems management, Big Data analytics and IT consulting, and operates more than 55 data centers in North America, Europe and Asia. The company provides broadband, voice, video, data and managed services over a robust 250,000-route-mile U.S. fiber network and a 300,000-route-mile international transport network.
The LEAD HR Business Partner is responsible for proactively supporting all aspects of strategic and tactical HR support. This includes providing strategic and operational HR advice, coaching, development and support to the functional businesses; acting as the single point of contact for the leaders; and serving as a point of contact for all people related issues.
The LEAD HR Business Partner will have responsibilities covering a broad spectrum of HR activities such as employee relations, performance management, advice related to policies/processes, career development, coaching, talent management and change management.
The LEAD HR Business Partner understands the business beyond the HR function and influences the overall organization to ensure superior operations and business outcomes.
Facilitate and support business change and performance across supported groups through the implementation of an effective people strategy; influence significant business decisions through a close partnership with a team leader and his/her leadership team.
Assist business unit with determining skills needed to achieve optimal results; providing leadership in helping organizations develop their employees, facilitate succession planning and acquire top talent; conduct organizational effectiveness assessments and design workforce models that build organizational capability. Recognize industry trends and applying/creating "best practice" solutions.
Effectively administer the performance management process, including: compensation planning, calibration sessions, and facilitating line manager excellence in managing low performers, recognizing high performers, and ensuring that employee have objective plans.
EMPLOYEE ENGAGEMENT AND RELATIONS
The LEAD HR Business Partner will partner with the business unit leaders to ensure that employees are treated in an equitable and consistent manner and Company policies and practices. Find the right balance between the business needs and employee advocacy. Provide consultation to managers on employee engagement strategies with their teams.
Provide guidance and coaching to business unit management that will enable them to be more successful as they lead their teams. Demonstrate the ability to challenge appropriately.
Partner with business leaders to understand current and future skill and capability needs. Develops and link key competencies to all HR functions and tools including job requirements, selection systems, development programs and evaluation tools. In conjunction with Talent Acquisition, partner on recruiting and attraction strategies, executing these plans in local areas.
Assist with retention strategies for key talent. Support the development of employees through the execution of succession planning and talent review.
Partnering with the Talent Management to deliver talent management practices that attract and develop high-potential, diverse talent for the business unit. Employee & Team
Support employee engagement strategies in response to business needs and employee survey feedback. Partner with management to ensure proactive and effective performance management and follow through. Manages required employee relations investigations and other sensitive employee matters.
* Bachelor's Degree Required
* Master's Degree Preferred
* Minimum 5 - 7 Years Experience as an HR Generalist or HR Business Partner in a fast paced environment
* Large company experience Preferred
* Experience managing performance management
* Experience managing succession planning
* Experience in talent management
* Experience in compensation
* Experience in employee relations
* Experience in employee engagement