Sr HR Business Partner - Corporate
Company: Mary Kay Inc.
Location: Dallas
Posted on: March 14, 2025
Job Description:
Independently acts as a strategic business partner to company
leaders to ensure the effective delivery of Human Resources (HR)
services. Responsibilities include leveraging programs and
initiatives related to organizational design, change management,
employee relations, workforce planning, talent management,
performance management, training and development, compensation,
policies and compliance to drive increased employee engagement and
organizational performance. The Sr. Human Resources Business
Partner (SHRBP) serves as a consultant to management on Human
Resource related issues and ensures the people and business
strategies are aligned. Assesses and anticipates HR-related needs,
communicates needs proactively with HR department and business
management, seeks to develop integrated solutions and acts as
employee champion for our culture and change. Formulates
partnerships across the HR function to deliver value added service
to management and employees to support achieving both division and
organizational objectives. Maintains an effective level of business
literacy about Mary Kay's financial position, strategic plans, and
culture.ESSENTIAL DUTIES AND RESPONSIBILITIES
- With limited guidance, serves as a trusted partner of corporate
divisions/departments to understand and support their human capital
strategy.
- Acts as a confidante and coach to leaders and managers for
assigned client groups.
- Consults with client groups on workforce planning, talent
planning, organization design/restructuring, supports change
management and employee engagement activities with support of
leaders.
- Responsible for driving organizational improvements through HR
metrics and analytics. Analyzes trends and metrics in partnership
with HR specialist group to provide insights to leadership.
- Regularly attends division/department and leadership meetings.
Conducts regularly scheduled meetings with respective clients
within the divisions.
- Creates workforce/people strategy and associated metrics for
assigned client groups.
- Partners with HR specialists to provide feedback from client
groups on global HR programs, generate new ideas, assist with
program development/implementation and promote HR initiatives
within the organization.
- Assists in coordinating the delivery of the Employee Engagement
Surveys. Delivers employee survey results and facilitates employee
focus group sessions. Works with division/department leaders to
develop effective action plans and to drive accountability for
executing the plans.
- Proactively anticipates opportunities or issues and develops
innovative solutions based on the root cause analysis to achieve
desired outcomes.
- Provides HR policy guidance and interpretation.Talent &
Performance Management
- Works with leadership to optimize organization structures to
achieve strategic objectives. Independently works with business
leaders to assess talent; proactively makes recommendations on
talent acquisition needs and promotion readiness.
- Partners with the Talent Acquisition team to facilitate the
timely recruitment and selection of talent to meet the needs of
client groups. Responsible for recruiting all levels up to Vice
President.
- Partners with leadership on Talent Planning initiatives by
facilitating the process and providing input as they identify high
potential employees, critical positions and create individual
development plans.
- Assists and audits the performance improvement process to
promote consistency, equity and compliance with applicable federal
and state labor laws. Provides day to day performance management
guidance to leadership (coaching, counseling, career development,
disciplinary actions, etc).
- Provides appropriate advice and counsel on employee issues to
ensure top contributors are engaged and rewarded and bottom
performers are moved up or out.
- Drives performance management throughout the year by coaching
leaders on appropriate goal setting, coaching, and feedback to
support the annual review process. Influences leaders to provide
employees timely, objective and actionable feedback.
- Provides advice and support to managers on performance coaching
best practices.
- Monitors the progress of performance reviews to ensure 100%
completion.
- Manages talent transitions and develops strategies for right
sizing and re-deployment.Employee Relations
- Works with group heads, managers, supervisors and employees on
employee relations issues, including the discipline process.
Manages and resolves complex employee relations issues and conducts
effective, thorough and objective investigations as required.
Provides career counseling for employees.
- Works closely with management and employees to improve work
relationships, build morale and increase productivity and
retention.
- Maintains in depth knowledge of legal requirements related to
day-to-day management of employees, reducing legal risks and
ensuring regulatory compliance. Partners with Legal department as
needed/required.
- Diagnoses, coaches and/or advises managers on day-to-day
concerns related to employee performance, productivity and
engagement challenges.
- Works closely with Division/Department leaders, managers, and
supervisors to ensure equity, fairness and consistency in the
administration of HR policies and procedures.
- Facilitates team building and cohesion.
- Conducts exit interviews; provides feedback to leaders on key
themes while maintaining the confidentiality of
individuals.Learning & Development
- Partners with division/department leaders and the
Organizational Effectiveness team to identify appropriate learning
activities to meet current and future business needs.
- Establishes leadership development plans, including the
coordination and facilitation of assimilation programs for new
Director level and above employees.
- Identifies training needs for the client groups and individual
coaching needs, as appropriate.Compensation
- Serves as a liaison between division/department leaders and
Compensation in the creation of job descriptions, job evaluation,
salary administration and market pricing processes.
- Consults with leaders and Compensation to promote pay equity
and recommend salaries for new hires, internal promotions and
transfers.
- Advises and assists users on annual merit increase and
performance bonus programs.Projects
- Leads the effective and efficient delivery of complex
cross-functional projects (e.g., Functional Competencies, Career
Pathing, Team Effectiveness, etc), including requirements scoping,
plan development and implementation that achieves project
goals.
- Creates, maintains and disseminates project information to key
stakeholders.
- Identifies, assesses, tracks and mitigates issues and risks at
multiple levels.
- Brings decision makers together to overcome project barriers so
that the project team can deliver results.
- Drives effective teamwork, communication, collaboration and
commitment across multiple groups with competing priorities in
order to achieve project objectives.KNOWLEDGE, SKILLS AND ABILITIES
Education: Bachelor's degree in Business, Human Resources (or a
related field) or equivalent experience with demonstrated expertise
and understanding of fundamental business and human resources
principles. A Master's degree in Business or Human Resources is
strongly preferred.Experience: 5-7 years of human resources
generalist and/or specialist experience, including in-depth
experience in one or more core HR disciplines (Employee Relations,
Talent Planning, Organization Development, Talent Acquisition,
Learning and Development, etc.); experience supporting the
corporate or enterprise level of an organization is strongly
preferred.KNOWLEDGE, SKILLS AND ABILITIES
- Evidence of business acumen with proven results in influencing
and advising managers and leaders at all levels and analytic
capability to integrate HR and business strategies.
- Must demonstrate an exceptional commitment to Mary Kay's
Leadership Behaviors and use of the concepts and skills
taught.
- Requires maturity and influencing/consulting skills to build
key relationships, champion new thinking, challenge the status quo
and facilitate buy-in in a culture that lives its values and is
relationship based.
- Excellent interpersonal, oral and written communication skills
and a high level of judgment and discretion required to effectively
communicate with both employees and leadership (including division
leaders) regarding sensitive and confidential issues. Must be
skilled at building credibility and effective relationships and be
a strong collaborator.
- Presentation skills and the ability to lead teams and/or focus
groups.
- Demonstrated organizational skills with a keen focus on
delivering business results.
- Ability to facilitate and manage change effectively to
contribute to the establishment and implementation of meaningful
human resources related policies and procedures.
- Strong problem solving and negotiation skills to act as a
consultant to business partners and manage employee relations,
performance development and disciplinary issues. Ability to counsel
and coach employees and managers while working through complex
employee relations issues.
- Exemplary program/project management, critical thinking,
analytical and problem-solving skills, a passion for creating
impactful and sustainable processes and tools.
- Desire to succeed in a fast-paced, matrixed, and changing
environment.
- Ability to navigate through and deliver results with little
supervision in a dynamic, complex, multi-faceted organization with
multiple stakeholders.
- Ability to uncover issues, identify root causes and create
business focused solutions.
- Understanding of change management principles and the ability
to lead change management processes.
- The ability to get things done through influencing others,
without a direct reporting relationship.
- Ability to apply and create "best practice" HR solutions.
- Demonstrated proficiency in coaching, influencing, negotiating
and managing conflict.
- Must have a solid understanding of employment laws and
regulations.
- Ability to represent Mary Kay Inc. in the community through
recruiting and at government agency hearings.
- Ability to analyze and interpret federal and state unemployment
laws, policies, and procedures.
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Keywords: Mary Kay Inc., Dallas , Sr HR Business Partner - Corporate, Human Resources , Dallas, Texas
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