Senior HR Business Partner

HR People Partner NA

Required Education: Relevant university degree required. Required Qualifications • Deep and broad knowledge of operational HR portfolio. • Strong business acumen and understanding of related business drivers, challenges, and opportunities. • Excellent interpersonal and consultation skills, including building trustful relationships. • Strong problem-solving capabilities with a solution orientation. • Team player and collaborator. • Proficient in project and stakeholder management. • Strong organizational skills. • Competence and willingness to leverage digital technology, data and AI Preferred Qualifications • Preferred at least 5 years of HR experience • Preferred experience in supporting union employees.

Description: The HR People Partner NA performs HR consulting and coaching by collaborating with business leaders to address significant people and cultural issues. This role provides expertise in hiring, termination, performance management, and rewards. The HR People Partner enables business change by supporting the talent aspects of organizational structure changes and facilitating talent integration during mergers and acquisitions. The position advocates for HR programs by communicating the business value of HR initiatives and managing program rollouts to minimize disruption. The HR People Partner also partners with business and talent management/staffing and recruiting colleagues on key talent initiatives, including workforce planning, high-potential employee development, and succession planning.

Key Responsibilities • Serve as an embedded HR consultant in daily operations, partnering closely with site and business leaders to stabilize workforce performance through data-based insights and pragmatic solutions. • Provide timely, high-volume, real-time issue resolution by being visible and accessible to employees and leaders (including on the shop floor) and by aligning actions to shift schedules, attendance, and safety/conduct needs. • Deliver on-demand coaching, consultation, and data-based analysis to leaders with a strong focus on employee relations and risk mitigation (including investigations, discipline/corrective action, attendance management, and policy enforcement) and tight coordination with Legal and Employee Relations COEs as needed: o Integrated Talent Management (workforce planning for coverage/continuity; retention and attrition control; talent reviews and development; DEI consultations; succession planning in partnership with Talent/Staffing) o Employee Issue Management (investigations; discipline and corrective action; attendance management; policy interpretation and enforcement; compliance and legal needs; support in unionized and/or labor-sensitive environments) o Culture, Change, and Organization Management (support org and team changes that may impact schedules, roles, pay, and safety protocols; drive leader consistency; communicate change in clear, repetitive, and often face-to-face ways) o Total Rewards (annual compensation practices; recognition; and ad-hoc compensation support, including guidance during operational changes that affect pay practices) • Manage and resolve individual cases through the AskHR platform and other channels, providing local HR expertise that prevents escalation, reduces grievances, and minimizes labor disruption. • Proactively share relevant HR information and clarify policies through effective communication channels (including leader toolkits, employee touchpoints, and self-service resources), using messaging that is simple, repetitive, and practical for shift-based environments. • Participate in site projects and transformation initiatives, partnering with Talent Leads, HR Site Heads, HR Operations, and Focus Areas to implement people solutions that improve workforce stability (e.g., shift staffing, skill certification/bench depth, and continuity planning). • Act as a role model for VACC behaviors within the Dynamic Shared Ownership framework, serving as a stabilizer and guardrail by fostering inclusion, accountability, consistent leader practices, and agile ways of working.

**Only those lawfully authorized to work in the designated country associated with the position will be considered.**

**Please note that all Position start dates and duration are estimates and may be reduced or lengthened based upon a client's business needs and requirements.**