Human Resources

• Advise senior leaders on organizational performance, transformation, integration, and change
• Design and evolve organizational structures aligned with strategy, growth priorities, and operating models
• Lead organization design and selection work, including role clarity, decision rights, spans and layers, and leadership placement
• Assess organizational health, capability gaps, and change readiness, translating insights into actions
• Serve as a core people leader on enterprise change initiatives, transformations, and integrations
• Support leaders through ambiguity, complexity, and rapid change
• Integrate culture, talent, and ways of working across teams, geographies, and newly affiliated organizations
• Act as a trusted advisor and thought partner to executives and senior leaders
• Coach leaders to improve effectiveness, decision quality, and impact during transformation
• Challenge constructively, provide data and perspective, and influence outcomes
• Shape leadership capability, succession plans, and talent strategies
• Build leadership benches and inclusive, high-performing teams
• Use talent insights and workforce data to inform decisions and tradeoffs
• Reinforce culture through leader behavior, systems, and ways of working
• Translate enterprise values into practical expectations and leader actions
• Consider employee experience, engagement, and retention as drivers of business outcomes
• Collaborate across HR centers of excellence and teams to deliver integrated solutions
• Balance local business needs with broader organizational priorities
• Contribute to the evolution of the HR operating model and HRBP practice

Senior HR Business Partner

• Serve as a business operations consultant and liaison to business line leaders and Centers of Expertise
• Provide consultative support to HR leadership in implementing HR strategy, workforce plans, operational services and initiatives
• Ensure HR programs and services meet delivery expectations and align with business strategy
• Identify local business needs and leverage Centers of Expertise resources to achieve business outcomes
• Develop integrated solutions for technical and business issues supporting HR needs
• Serve as ministry point of contact for HR Shared Services and Centers of Expertise
• Provide business context for supervisory organization changes, job evaluation, internal equity and market pricing requests
• Support HR service center processes and employment and administrative activities
• Conduct data integrity audits and maintain system data, including supervisory organizations
• Prepare statistical and operational reports, metrics, interpretations and data summaries
• Prepare and present communications, documentation, templates, toolkits, reports, guidelines and summaries
• Maintain local HR intranet and policy updates
• Gather and validate colleague and organizational data for acquisitions, transitions, job eliminations and transfers
• Coordinate support for organizational changes, colleague retention and ministry initiatives
• Support organizational engagement and recognition programs, including event coordination and facilitation
• Update and maintain job descriptions for job families and roles
• Respond to business leader requests for HR and COE information and direct leaders to appropriate channels
• Provide training and guidance as needed
• Act as liaison between HR and executives, management, professionals and colleagues
• Manage and implement small- to medium-scale HR projects, programs and initiatives
• Develop production, communications, service delivery plans and workflows
• Research, compile and analyze operational data to support projects and leadership decision-making

HR Operations Consultant

• Serve as a business operations consultant and liaison to business line leaders and Centers of Expertise
• Support the CHRO/Director HRBP in implementing HR strategy, workforce plans, operational services and initiatives
• Ensure HR programs and services meet delivery expectations and align with business strategy
• Identify local business needs and leverage COE resources to achieve business outcomes
• Develop integrated solutions for technical and business issues supporting HR needs
• Serve as ministry point of contact for HR Shared Services and COE
• Provide business context, issue resolution and implementation guidance for HR services and actions
• Conduct data integrity audits and maintain system data, including supervisory organizations
• Prepare statistical and operational reports, metrics, summaries and data interpretations
• Develop and present communications, documentation, templates, toolkits, reports and guidelines
• Maintain local HR intranet and policy updates
• Prepare colleague and organizational data for acquisitions, transitions, job eliminations and transfers
• Coordinate support for organizational changes, retention and ministry initiatives
• Support organizational engagement and recognition programs, including event coordination and facilitation
• Update and maintain job descriptions for job families and roles
• Respond to business leader requests and direct leaders to self-service or shared services channels
• Provide training and guidance as needed
• Act as liaison between HR and executives, management, professionals and colleagues
• Manage and implement small- to medium-scale projects, programs and initiatives
• Develop production, communications, service delivery plans and workflows
• Research, compile and analyze data to support projects, measure progress and inform leadership decisions