Human Resources Business Partner for Global Human Resources

Before you apply to a job, select your language preference from the options available at the top right of this page. Explore your next opportunity at a Fortune Global 500 organization. Envision innovative possibilities, experience our rewarding culture, and work with talented teams that help you become better every day. We know what it takes to lead UPS into tomorrow—people with a unique... combination of skill + passion. If you have the qualities and drive to lead yourself or teams, there are roles ready to cultivate your skills and take you to the next level. Job Description: Job Summary The Human Resources Business Partner (HRBP) Manager for Global Human Resources seeks to build a strong support relationship with its HRBP Director and HR teams within a particular business unit, focused on a particular district/country/function, as needed. The HRBP Manager helps the Director-level HRBP to proactively forecast the needs of the business, from a talent perspective, manages BU talent retention strategies, partners with COE counterparts, and supports the HRBP Director with managing and maintaining succession plans. The HRBP Manager may have additional project team support (i.e., Supervisor-level HRBPs) to help drive talent optimization across the district/country/function’s employee populations. These HRBPs will support and be staffed based on the most complex business unit districts/countries/functions and as defined by more senior HRBPs in their organization. Key Responsibilities • Supports the strategic relationship between HR and the enterprise to define business challenges and help the HRBP Director translate them into focused HR initiatives • Understands the core business processes and drivers of different HR functions to support the HRBP Director with talent expertise and talent optimization across the globe • Supports specific projects and initiatives through detailed research, development of presentations, and detailed program design, as directed by the HRBP Director • Leverages and guides additional HRBP Support (i.e., HRBP Supervisors) to support special projects and initiatives • Confidently manages upwards throughout the HRBP structure to drive the overall talent optimization strategy • Helps promote a strategic relationship between HR and leadership to define and solve business challenges, identify opportunities to deliver value-added HR services and programs, and drive the effort to translate them into focused and relevant HR initiatives • Acts as an escalation point for Supervisor-level HRBPs and peers, if applicable • Helps monitor results of the delivered HR programs, and works with the HRBP Director, COEs, and HR Services to facilitate changes and improvements; it may be required to be agile, and support other districts, countries, or functions as needed and as requested by the HRBP leaders and/or HRBP Director • Acts as a coach for HRBP Supervisors, Mid-Managers, etc. Talent Expertise • Works with the HRBP Director to help identify and understand evolving talent needs relative to HR function • Supports effective succession planning process (primarily for most senior HR leaders in the business) and helps facilitate ongoing development conversations, working with the HRBP Director to identify and proactively develop the next generation of leaders • Works with Supervisor-level/Mid-Manager HRBPs to identify talent gaps, proposes and implements changes necessary to cover risks, as directed by the HRBP Director • Helps ensure consistent talent strategy set by the Human Resources Leadership team and as directed by the HRBP Director Business Advocacy • Serves as an advocate for the Human Resources function in developing and delivering HR strategies • Leverages business-relevant and workforce-level data insights and research trends to identify opportunity to improve efficiency, effectiveness, productivity, and overall employee experience through meaningful talent programs and initiatives • Champions the execution of HR processes, initiatives, and programs that are business-relevant and defined by the COEs (e.g., performance management, annual compensation, training initiatives) • Understands the HR operating environment and applies awareness of goals and objectives when implementing HR programs and addressing escalated HR issues • Works in partnership with HR Services to maintain business-specific policies, ensuring overall compliance Trusted Advisory • Supports and develops a trusted advisor relationship with the Global HR Management team at all levels and provides input into the advice, guidance, and talent expertise for business decisions • Supports the management and development of a strategic talent pipeline of leaders across the business unit through the lens of recruiting, talent development, performance management, and leadership development strategies • Collaborates with other HRBPs,, COEs, and HR Services to agree on a common innovation agenda, agree on the people agenda throughout the organization, leverage experiences / practices across geographies, and evaluate effectiveness of HR solutions • Actively listens and seeks to understand various points of view to arrive at best solution Qualifications Requirements: • Must be located in the same geographical area as the job or be willing to self-relocate to the area • Must be willing and available to report to the Atlanta corporate office on a daily basis as this position is not remote/hybrid. • Must have a bachelor’s degree (or international equivalent) or be a current UPS employee with a minimum of three continuous years of service • Possesses prior Human Resources experience • Demonstrates advanced skills in Excel and PowerPoint • Displays advanced working knowledge of HR Systems, specifically Workday. • Brings a demonstrated prior history of managing projects and driving them to completion • Exhibits an energetic, pro-active work ethic with the ability to manage upwards • Possesses advanced skills utilizing Power BI and other data analytics platforms Preferences: • Project Management and/or Lean Six Sigma Certification • Power BI Certification • Prior UPS region/district experience • Masters degree For Internal Candidates Only: This job is a grade 30E The last day to apply for this position is July 12, 2024 (23:59 EST). From the Hiring Manager: Thank you for considering this HRBP Manager position. Before you proceed, let me review the conditions: You must be proactive in ways of working and communication, with clear recent examples for interview demonstration. Your resume details and internal information must align, Or your application will be moved to the back of the line. If I were to call your previous manager(s) what would they say? I’m not saying I would, but be prepared anyway. Knowledge of HR systems and how to navigate them is a must; Are you digitally fluent or have data analytics skills I would trust? We need an independent self-starter who can prioritize their workday. Micro-management is not my style as I have my own list to complete without delay. Knowledge of the Leadership Model and application to your career will be asked. Must be a strategic thinker and willing to be agile when having to multi-task. Prefer a person with a positive attitude who is not afraid to engage their customer base. Need a solution-oriented person who can fix a problem when faced. If you feel you meet these expects with knowledge of Six Sigma (Example 5 Whys), Then I look forward to talking to you after you apply. Employee Type: Permanent UPS is committed to providing a workplace free of discrimination, harassment, and retaliation. Other Criteria: UPS is an equal opportunity employer. UPS does not discriminate on the basis of race/color/religion/sex/national origin/veteran/disability/age/sexual orientation/gender identity or any other characteristic protected by law. Basic Qualifications: Must be a U.S. Citizen or National of the U.S., an alien lawfully admitted for permanent residence, or an alien authorized to work in the U.S. for this employer