Mary Kay Inc. is hiring: Sr HR Business Partner - Corporate in Dallas

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

1. 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.
2. Must demonstrate an exceptional commitment to Mary Kay’s Leadership Behaviors and use of the concepts and skills taught.
3. 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.
4. 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.
5. Presentation skills and the ability to lead teams and/or focus groups.
6. Demonstrated organizational skills with a keen focus on delivering business results.
7. Ability to facilitate and manage change effectively to contribute to the establishment and implementation of meaningful human resources related policies and procedures.
8. 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.
9. Exemplary program/project management, critical thinking, analytical and problem-solving skills, a passion for creating impactful and sustainable processes and tools.
10. Desire to succeed in a fast-paced, matrixed, and changing environment.
11. Ability to navigate through and deliver results with little supervision in a dynamic, complex, multi-faceted organization with multiple stakeholders.
12. Ability to uncover issues, identify root causes and create business focused solutions.
13. Understanding of change management principles and the ability to lead change management processes.
14. The ability to get things done through influencing others, without a direct reporting relationship.
15. Ability to apply and create “best practice” HR solutions.
16. Demonstrated proficiency in coaching, influencing, negotiating and managing conflict.
17. Must have a solid understanding of employment laws and regulations.
18. Ability to represent Mary Kay Inc. in the community through recruiting and at government agency hearings.
19. Ability to analyze and interpret federal and state unemployment laws, policies, and procedures.
    

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