Sr. HR Business Partner

Job Description

DESCRIPTION

The L6 Sr. HR Business Partner role in GSF is a network leverage role and hence is responsible for owning building launches, new projects, programs and initiatives. This role provides HR business partner support to (1) GSF Supply Chain (2) 3P on Fresh business (3) Inbound business (hubs, LPC) and (4) Fresh central teams (ACES, Quality and Last Mile programs) with ~100-150 blue-badge employees.
This roles works across blue-badge (L4+), blue-badge (L3s) and green badge associates.
This role requires both strategic and hands-on leadership, developing, implementing and executing standard HR processes, and tools, as well as anticipating risks and managing complex issues towards resolution. The role requires comfort with data and analytics. Launch - the role will be responsible for building launches. In 2021, we expect to launch 20 UFF FCs and 2-3 large hubs. The role is responsible for setting scalable mechanisms and driving the end to end launch of buildings by ensuring all critical activities involving people work processes are adhered to. (Eg: Site Selection, Co-ordination with procurement and Ops on 4M, tech integration, hiring plans and on time hiring for associates, TLs and managers).
Labor model - The role will work on innovating the labor model and design as well as implement new labor models. An example was launch and scale up of ALFA. Develop and drive critical people initiatives and large projects including owning talent review process, people development and driving R&R. The role will drive the talent initiatives for the business including Q1/Q3 OLRs as well as quarterly talent review.
The role is responsible for the coordination/set-up of capability programs for the HR Org driving key priorities for Business and HR. Anticipates and escalates/resolves people impacting risks for new programs and influences mitigation strategies, challenges and escalates on any variance to agreed standards Accountable for the timely and accurate processes (such as the associate centric leadership practices and mechanisms to ensure safety of women associates), talent identification and other elements of the employee life cycle. Partners with key internal stakeholders to ensure programs and projects are properly implemented on time as per agreed timelines. Partner with local, regional and global HR team colleagues to identify best practices to be leveraged and define key performance indicators for successful implementations.
Other key initiatives and areas of responsibility of this role are:
· Creation of playbooks, toolkits, and process documentations for various new initiatives related to driving employee and associate experience
· Partner with the business leaders to coach, build capability, influence and drive meaningful people discussions for the supporting teams
· Partner with the recruitment and campus team to align on the hiring goals for GSF, managing business expectation and leading the campus engagement charter (BOLD, Pathways, Campus interns) for the business.
· Design and develop the Diversity Charter for GSF and Supply Chain in line with the INOPs Goals and ensuring governance mechanisms to track metrics vs Goal
· Design volunteering charter for the org and engage employees to drive culture of volunteering and impacting the society
· Spearheading R&R program and ongoing employee engagement connects with leadership such as All Hands to build effective communication and to drive recognition within the org
· Standardize and implement associate engagement framework to drive consistent associate experience across the org
· Lead connections MBR for the org to help managers identify team pulse backed with data driven insights, followed by smart people decisions
· Develop and drive critical people initiatives, large projects and providing great internal stakeholder and candidate customer support
· Responsible for the coordination/set-up of capability programs for the HR Org driving key priorities for Business and HR
· Inspects and monitors business program progress and adherence to standards, Facilitates project communication to stakeholders and drives project status meetings
· Anticipates and escalates/resolves people impacting risks for new programs and influences mitigation strategies, challenges and escalates on any variance to agreed standards
· Accountable for the timely and accurate set-up of people systems and processes , Talent identification and Management and other elements of the employee life cycle
· Partners with key internal stakeholders to ensure programs and projects are properly implemented on time as per agreed timelines
· Builds cross-functional partnerships – works closely with Regional Operations and HR leaders
Partner with local, regional and global HR team colleagues to identify best practices to be leveraged and define key performance indicators for successful implementations
Critical Skills and Ability
· -ability to be goal driven, target oriented, able to step back and look at the bigger picture
· manage ambiguity with their sleeves rolled up, and possess a preparedness to get involved
· -Strong problem-solving skills and the abilities to analyze quantitatively, scope technical requirements and
· effectively prioritize program deliverables are essential
· Demonstrate ability to manage, motivate, and influence work behaviors
· Excellent written and verbal communication skills; ability to communicate effectively to a group of 20-30 delivery providers
· Ability to influence and partner with different levels of the organization to achieve results.
· Strong business and HR acumen, including strong problem solving skills, critical thinking, and analysis.