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People & Culture Strategic Business Partner

Company: Lendlease
Location: Sunnyvale
Posted on: January 18, 2020

Job Description:

JOB SUMMARY

The People & Culture Strategic Business Partner partners with business units to deliver People & Culture services and solutions that focus on achieving results which are aligned with the larger picture of the organization and its strategic goals. Acts as a consultant to the business on the use of P&C policies, programs and offerings. Develops and implements P&C programs to meet business needs.

ESSENTIAL JOB FUNCTIONS, DUTIES AND RESPONSIBILITIES

The following statements are intended to describe the general nature and level of work being performed by individuals assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities and skills required of personnel so classified.

CULTURE:

* Develop and maintain credible value-adding business partner relationships with the leadership team to drive business performance ensuring Lendlease is a great place to work for all employees.

* Identify ways to increase staff retention and productivity, including strategies to enhance employee engagement, improve communication, leadership and staff development, regular feedback and coaching, career pathing, and promoting a vibrant organizational culture

* Partner with the business to deliver and implement a culture of employee well-being and workplace flexibility.

STRATEGIC WORKFORCE PLANNING:

* Partner with leadership to create lean scalable Business Unit structures that align company processes and management functions with the organization s strategy.

* Spearhead Span of Control reviews for each BU and develop strategy to ensure increased spans with as few layers as possible.

* Working with leadership, identify ineffective/inefficient aspects of work flow, procedures, structures and systems and develop/recommend strategies to realign them to fit current business realities/goals and oversee change management plans to implement changes.

* Identify opportunities to improve BU performance to meet business targets and work with all parts of the business to provide solutions.

* Review the basis by which jobs are classified and grouped together and develop strategies that ensure optimization of roles.

* Leverage a detailed understanding of the organizations long term strategy, identify capabilities, roles and size of workforce required to deliver objectives of long-term strategy.

* Partner with the leadership team to formulate, develop, implement and evaluate a Talent Management Strategy to achieve the organization s vision, mission and goals, and to create value to its stakeholders.

* Develop and drive talent management strategies to ensure effective staffing alignment with the needs of the business.

* Ensure the delivery of the annual business plan by acting as a member of the leadership team, while demonstrating the brand values and displaying appropriate leadership behaviors.

TALENT & SUCCESSION:

* Create systems to attract talent, identify critical talent needs, develop core competencies and corresponding development opportunities

* Coach and guide leadership to ensure the right leaders and the right capabilities are deployed at all levels.

* Identify and recommend deliberate and thoughtful development and learning to build a talented and capable workforce to deliver future needs.

* Drive talent management activities that set out clear Career Paths and development options for key talent populations

* Spearheading a Capability Strategy, ensure that the workforce develops the capabilities required to drive the business in new and changing market requirements.

* Coach managers on effective talent management and drive the Succession Planning process with BU leaders and their teams to ensure managers and other key individuals are rated against the 9-Box and a strategy fitting their rating is implemented to prepare them for future opportunity.

* Identify and recommend candidates for HiPo programs and partner with their managers to ensure a strong focus is maintained on development of these key individuals.

PERFORMANCE MANAGEMENT:

* Engage with leadership to drive greater compliance and efficient administration of the performance management process, making sure that the organization s managers are equipped to engage in constructive and ongoing feedback and coaching and encourage staff to actively participate in identifying and addressing performance gaps.

* Consult with people managers to ensure all employees have clear outcome focused goals for their areas of responsibility.

* Guide individual employees on career management and development activities.

* Consult with managers on employee development and/or performance management issues ensuring that any performance gaps are swiftly addressed with the employee.

EMPLOYEE RELATIONS:

* Mitigate legal risk to the organization through proactive training and education, clear systems and processes for managing conflicts with and between employees, handling and investigating complaints of harassment/discrimination and other allegations.

* Provide managers and supervisors with guidance on consistent policy and procedure implementation, whereby ensuring compliance with government regulations.

* Exhibit comprehensive knowledge of employment law at local, state and federal levels.

RECRUITING:

* Work with hiring managers to review open position and develop a hiring strategy that includes actions to address alternative methods of performing the work, job structures, capability gaps within the team that should be addressed through the recruitment.

* Coach managers on effective behavioral interview techniques to ensure best fit for the role and the team is achieved.

* Manage retained search agreements coordinating with Head of Talent Acquisition.

* Manage College Recruiting efforts within area to ensure that business units are aware of national college recruiting strategy and how to coordinate efforts.

* Work with Corporate Immigration Manager to address immigration issues (localization of international assignees, visas for new employees, applications for permanent residency, and repatriation of international assignees).

* Ensure diversity in our recruitment practices.

COMPENSATION AND BENEFITS:

* Implement the Performance Management and Incentive Compensation process within the area.

* Review salary recommendations for consistency and EEO impact.

* Work with senior leaders to develop strategies to ensure equitable compensation spread at all levels both in terms of performance and seniority

LEARNING AND DEVELOPMENT:

* Partner with Corporate Learning & Development and Foundation to provide training opportunities to stretch and grow performance and capability that is aligned to meet career aspirations.

* Facilitate and present Learning and Development Initiatives as required.

* Develop and deliver local training programs.

OTHER:

* Recommend new approaches, policies and procedures to effect continual improvements in efficiency of department and services performed.

* Manage Group P&C projects as needed.

GENERAL BACKGROUND AND MINIMUM REQUIREMENTS

* Bachelor s degree in Business, People & Culture or related field advanced degree in highly desired.

* 10 or more years of related People & Culture work experience

* Comprehensive knowledge of Employment Law, P&C best practices and their applications

* Must have a proactive/collaborative approach, see issues from all perspectives, and interface with employees at all levels of the organization

* Must be able to build robust relationships with senior leaders and other key members of the organization.

* Must possess knowledge and ability to be able to be a strong, effective business partner.

* Advanced communication, presentation, interpersonal, and persuasive skills. Display good judgment and ability to maintain confidentiality

* Must be able to effectively develop and implement P&C policies,

Keywords: Lendlease, Sunnyvale , People & Culture Strategic Business Partner, Other , Sunnyvale, California

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