Quest Diagnostics Incorporated
Sr. Human Resources Business Partner, Southwest (Hybrid)
Quest Diagnostics Incorporated, Dallas, Texas, United States, 75215
The Sr. HRBP partners with business/functional leaders at the mid to senior level to influence the design and execution of the business strategy by providing consultative support and leadership. Translates the business plan into talent and organizational plans and drives for results by building organizational capability and performance. Liaisons with HR Centers of Excellence and Service Center to ensure optimal HR collaboration and service levels to clients. This HRBP role will support leaders with a National or Enterprise-Wide Scope.
Business Relationships:Builds relationships with mid to senior level clients. Is a trusted and credible partner who anticipates needs and proactively recommends solutions.Serves as an active member of the leadership team in assigned business/function and is able to influence and challenge others at this level.Has a solid understanding of current and future business trends, both internal and external.Serves as a coach providing guidance and consultation to leadership.Strategy & Planning:Consults with leaders to develop and execute business strategy to build organizational capabilities, behaviors, structures and processes. Provides strategic direction and influences at all levels in order to drive implementation of the strategy.Translates the business plan into talent and organizational plan (e.g. in conjunction with the HR Director (HRBP), contributes to the People Strategy for assigned business to include: organizational re-design, strategic workforce planning, total rewards solutions, succession planning and talent management, organizational development and employee engagement of workforce).Optimizes transformational change efforts by providing consulting support, guidance and a framework for leading and managing change.Responsible for succession planning/pipeline to ensure leadership talent in support of the business strategy.Partners with and influences HR Centers of Excellence and HR Service Center to ensure the business is receiving optimal service and value-added programs that are aligned with business strategy.Uses outcome-based metrics supplied by HR Service Center to identify trends and influence the business.Business Based Outcomes:Ensures strong leadership teams are in place and plays a key role in recruiting senior level talent.Drives toward strong organizational performance as evidenced by business measures such as productivity, quality and service.Drives toward an optimal culture that facilitates employees' success. This includes Engagement, Diversity & Inclusion.Drives for a high-performance work environment that makes the organization a great place to work and delivers results.
Education:Bachelor's degreeMaster's degree preferredRequired Work Experience:8-10 years exempt level Human Resources experience, with at least 5 years as an HR Business Partner.Knowledge:Proficiency in MS Office products and HR systems.Understanding of state and federal labor laws and regulations.Skills:Strong project and process management skills.Strong analytical skills.Highly developed and effective leadership and strategic influencing skills.Ability to work effectively with mid-level to senior members of the organization.Business acumen.Strategic agility.Drive for results.Decision quality.Managerial courage.Organizational savvy.Dealing with ambiguity.Equal Opportunity Employer: Race/Color/Sex/Sexual Orientation/Gender Identity/Religion/National Origin/Disability/Vets
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Business Relationships:Builds relationships with mid to senior level clients. Is a trusted and credible partner who anticipates needs and proactively recommends solutions.Serves as an active member of the leadership team in assigned business/function and is able to influence and challenge others at this level.Has a solid understanding of current and future business trends, both internal and external.Serves as a coach providing guidance and consultation to leadership.Strategy & Planning:Consults with leaders to develop and execute business strategy to build organizational capabilities, behaviors, structures and processes. Provides strategic direction and influences at all levels in order to drive implementation of the strategy.Translates the business plan into talent and organizational plan (e.g. in conjunction with the HR Director (HRBP), contributes to the People Strategy for assigned business to include: organizational re-design, strategic workforce planning, total rewards solutions, succession planning and talent management, organizational development and employee engagement of workforce).Optimizes transformational change efforts by providing consulting support, guidance and a framework for leading and managing change.Responsible for succession planning/pipeline to ensure leadership talent in support of the business strategy.Partners with and influences HR Centers of Excellence and HR Service Center to ensure the business is receiving optimal service and value-added programs that are aligned with business strategy.Uses outcome-based metrics supplied by HR Service Center to identify trends and influence the business.Business Based Outcomes:Ensures strong leadership teams are in place and plays a key role in recruiting senior level talent.Drives toward strong organizational performance as evidenced by business measures such as productivity, quality and service.Drives toward an optimal culture that facilitates employees' success. This includes Engagement, Diversity & Inclusion.Drives for a high-performance work environment that makes the organization a great place to work and delivers results.
Education:Bachelor's degreeMaster's degree preferredRequired Work Experience:8-10 years exempt level Human Resources experience, with at least 5 years as an HR Business Partner.Knowledge:Proficiency in MS Office products and HR systems.Understanding of state and federal labor laws and regulations.Skills:Strong project and process management skills.Strong analytical skills.Highly developed and effective leadership and strategic influencing skills.Ability to work effectively with mid-level to senior members of the organization.Business acumen.Strategic agility.Drive for results.Decision quality.Managerial courage.Organizational savvy.Dealing with ambiguity.Equal Opportunity Employer: Race/Color/Sex/Sexual Orientation/Gender Identity/Religion/National Origin/Disability/Vets
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