HR Business Partner

Responsibilities
• Lead Organizational Effectiveness: Drive organizational effectiveness through their business acumen; knowing what information is relevant, analyzing the data, acting upon the analysis and feeding into the business decision-making process.
• Lead Change: Demonstrate the ability to influence and drive culture change and flexibility in response to changing business conditions. Be proactive, anticipate future needs of the business, develop solutions and implement them.
• Manage Talent: Drive talent management life cycle; think One Honeywell. Support management in proactively assessing, identifying, acquiring, and developing the human capital required to execute business strategy.
• Build Relationship and Broker Service: Own end-to-end service delivery. Serve as the primary interface between management and others in the HR Operating Model, and drive the customer group to the optimum use of the model.
• Act as Coaching and Confidant: Earn the respect of the customer group by bringing to the table a well-informed business perspective. Provide candid, unbiased counsel to encourage trust building, information sharing, effective communication, and respect
• Functional Excellence: Demonstrating Functional Excellence is core to all HRGs. HRGs continue to develop and expand functional skills.
• Ensure that HR and country business strategies are aligned, linked to the Strategic Plan and Annual Operating Plan
• Provide active coaching and counseling to people mangers on HR process, strategy, people management, etc.
• Strategic HR Business Partner on local country policies and practices
• Drive implementation of appropriate HR and Centers of Excellence strategies and plans across the SBUs and/or functions to maximize efficiency and productivity