HRBP Leader

The HRBP Leader at Axon is responsible for partnering with key executives to implement HR strategies that support business priorities. This includes overseeing talent development, organizational effectiveness, compensation, and employee relations. You will also analyze talent lifecycle gaps and design solutions that enhance team performance and retention.

Candidates for the HRBP Leader role at Axon must possess at least a Bachelor’s Degree and a minimum of 10 years of experience in HR Business Partner roles, including 3+ years in leadership. Additionally, strong problem-solving skills, project management experience, and the ability to build trust among diverse teams are essential.

The HRBP Leader contributes to organizational growth by designing and executing HR programs that align with Axon's strategic goals. This involves using data to identify areas for improvement, coaching executive leaders to enhance their capabilities, and fostering an inclusive and motivated workforce that supports sustained business success.

Axon seeks an HRBP Leader with strong analytical skills, project management experience, and a continuous improvement mindset. The ideal candidate should also demonstrate effective communication and coaching abilities, as well as the capability to manage ambiguity in a fast-paced environment.

HRBP Leaders at Axon can expect a competitive salary with options for bonuses and stock awards, along with a generous benefits package that includes medical, dental, and vision coverage, paid parental leave, fitness programs, and mental wellness support.

When discussing your experience, highlight specific roles where you partnered with leadership, including your responsibilities in talent development and organizational effectiveness. Discuss the impact of your contributions on employee engagement and organizational performance, and provide examples of strategic initiatives you've implemented.

Describe your approach to conducting root-cause analysis to identify gaps in the talent lifecycle. Share examples of data-driven decisions you've made and how you collaborated with stakeholders to develop and execute solutions that addressed these gaps effectively.

Talk about your proactive approach to relationship-building, which may include regular check-ins, seeking feedback, and demonstrating an understanding of their strategic priorities. Share instances where you earned trust and influenced leaders through effective communication and by providing valuable HR insights.

When addressing employee relations issues, emphasize your commitment to transparency and communication. Provide examples of how you've successfully resolved conflicts or improved workplace culture by collaborating with managers and employees to implement effective solutions.

Outline your coaching philosophy and share specific instances where you helped leaders enhance their skills, particularly in areas like performance management and team dynamics. Emphasize your ability to adapt your coaching style to fit the individual needs of executives.

Discuss your commitment to continuous professional development, such as attending HR conferences, participating in webinars, or pursuing certifications. Mention any industry publications or networks you engage with to ensure you're informed about best practices and innovations in HR.

Provide a detailed narrative of an HR initiative that had a significant positive impact on the organization. Focus on the objectives, your role in leading the effort, and the measurable outcomes that demonstrated success, including enhanced talent retention, engagement, or performance.

Explain your performance management approach, highlighting how you advocate for regular feedback conversations, goal alignment, and professional development planning. Emphasize the importance of a growth mindset and evidence-based evaluations in driving performance.

Discuss your method for efficiently managing multiple HR projects, focusing on establishing clear priorities based on organizational goals, stakeholder input, and deadlines. Share techniques you use to stay organized and responsive in a dynamic organization.

Describe the importance of data in informing your HR strategies. Provide examples of how you've utilized analytics to drive decisions related to talent development, employee engagement, and organizational efficiency to optimize overall performance.