As we strive to be Earth's best employer, our global HR teams, known internally as People eXperience and Technology (PXT), grow the business through people by creating an inclusive culture focused on engagement, people experience, technology and innovation.

The Sr HRBP with Operations and support teams to drive strategy, employee engagement and business results. You will own shaping and sustaining a positive team culture for all employees, including the HR team. You will have the autonomy to innovate and deploy HR strategies focused on safety, employee engagement, diversity equity and inclusion, talent management, employee relations, organizational effectiveness taking necessary partners along the way. You will lead a team of HR employees at various stages of their careers to leverage data, policy, process, communication and experience to drive excellence throughout the employee lifecycle and meet and exceed people and operational goals. You will understand and teach your team the importance of accurate and timely HR metrics as well as their inputs and impacts.

To thrive, you will need a flexible skill set, including the ability to connect to the bigger picture while diving deep into the details, collaborating across many teams, levels, and situations.

Key job responsibilities



Partner with Business Leader(s) and jointly own the decisions for all people related matters. Create a culture of engagement where employees feel safe, valued, supported and respected. Leverage your HR knowledge and experience to make recommendations and decisions.

Coach and develop all levels of the HR team and operations partners. Establish talent management and development mechanisms, and hold teams accountable to equitably selecting, retaining, developing, and optimizing the performance and engagement of their teams. Act quickly when performance is not meeting expectations and effectively prioritize performance conversations.

Stay up-to-date on employee sentiment. Routinely review employee sentiment data using company tools, reporting and feedback mechanisms to understand trends, inform decisions, and address opportunities negatively impacting culture. Hold leaders and teams accountable to delivering a positive employee experience and implement action plans to drive engagement.

Champion, lead and follow-up on organizational and operational change. Engage with your team often, manage stakeholder relationships, remove barriers that impede adoption of change, and model positive change management behaviors.


Key job responsibilities
Key job responsibilities
- Examine situations thoroughly, check for and mitigate personal biases, and make high-judgment decisions that align with the intent of policies and minimize risk. Ensure fair and consistent application of all company policies and compliance with laws and regulations. Take partners or escalate when next steps are unclear.

- Prioritize the employee experience and following up on matters that are critical to protecting it, such as safety, pay and scheduling. Propose solutions and take partners to resolve issues quickly. Ensure that next steps are consistently communicated to employees.

- Participate in talent development and talent management processes with business leadership. Respectfully challenge talent outcomes and ensure business leaders are trained to conduct effective career growth and performance management discussions. Provide feedback and coach leaders to successfully manage complex employee issues while meeting organizational goals.

- Use data and metrics to identify trends, anticipate business needs, and implement action plans focused on employee experience and organizational health.

- Set culture and talent goals with business leaders. Review culture and talent management data regularly, create action plans to address opportunities and routinely assess their effectiveness. Champion change focused on creating and fostering a diverse, equitable and inclusive environment for all employees.

A day in the life
- Responsible for headcount fulfillment across managed business including rigour on business critical metrics such as absenteeism , attrition etc.
- Implement employee voice listening mechanism and questionnaires; help HRBP’s in analysis and action planning based on results
- Responsible for partnering with the recruitment team in hiring associates based on business forecasts.
- Partner with business leaders and other support functions to maintain a highly motivated and engaged workforce
- Implement new policies, procedures and programs in support of Business
- Be the first point of contact for all employee grievances and partner with the HR Business Partner in conducting necessary investigations.
- Knowledge in MIS support for Attrition analysis, includes- analyzing Exit interview , observe trends and highlight important aspects, prepare and publish dashboards
- Drive engagement initiatives like – New hire Buddy/ mentoring program, Voice of Employee, Round tables and Brown Bag session and R&Rs