MGR II HR BUSINESS PARTNER

Job Overview

TE Connectivity's HR Business Partners implement Human Resources policies at the business unit level partnering with management to drive company-wide programs and initiatives (i.e. succession, talent acquisition, total rewards and change management).  They foster partnership across the HR function to deliver value added service to management and employees that reflects the business objectives, strategies and policies of the organization and work closely with management in the implementation of corporate policies related to human resources, organizational and employee development.  In addition, HR Business Partners participate in company-wide programs and initiatives (e.g., salary review, stock renewal, workforce planning, and organizational change, etc.)

What your background should look like:

•    Bachelor’s degree or above or equivalent experience; HR related major preferred
•    Minimum 5+ years of professional working experience in HR Manufacturing environment required.
•    Minimum 8+ years HR Generalist/HRBP related experience required; Ideal candidate will have previous experience within a Generalist capacity, offering a broad range of expertise within HR spanning Employee Relations, Talent Acquisition, Compensation, Talent Management, Coaching and Development. 
•    Experience partnering with business leaders in a matrixed environment requiring influencing skills. 
•    Must have an effective balance between strategic and tactical implementation skills. 
•    Ability to provide innovative solutions and adapt in a rapidly changing environment. 
•    Ability to act as a credible coach and facilitator and a credible role model for effective leadership and performance. 
•    Build trust and credibility among his/her team and at all levels within the organization. 
•    Must have a high level of interpersonal skills, strong organizational and analytical skills; Process orientated and sense of urgency. 
•    Must possess substantial knowledge of applicable local employment laws and practices and proven experience with grievances and collective bargain agreements.

COMPETENCIES: 
- BUSINESS MINDSET - Creates value for the business through HR solutions that result in winning outcomes by building collaborative partnerships through strong customer focus and solid business knowledge.

-ENTERPRISE OUTLOOK - Balances the goals of the BU along with the broader interest of the enterprise; delivers differentiated value by bringing the total resources of the company to customers.

-SOLUTION ORIENTED - Employs agile thinking that is clear, rational, open-minded and informed by evidence to design and deliver expert HR solutions that solve business problems at the pace of the business.

-EXECUTION FOCUS - Develops and executes a plan in a disciplined way, by exercising a variety of TEOA principles, systems, and tools. Urgently drives improvement of key HR performance metrics to deliver sustainable business outcomes.

•    Develop and implement strategic initiatives between the company and the labor union to support business goals and maintain a productive labor environment.
•    Lead talent development efforts in alignment with succession planning and pipeline strategies to ensure long-term organizational capability.
•    Provide coaching and HR support at all levels of the organization, acting as a trusted advisor to managers and employees.
•    Partner with multiple Business Units to deliver tailored HR solutions and drive organizational effectiveness.
•    Lead and manage union relations, including contract discussions, issue resolution, and proactive engagement with union representatives.
•    Foster employee engagement and team cohesion through targeted initiatives and leadership alignment.
•    Collaborate closely with Regional HR Partners to ensure alignment and consistency in HR practices across the organization.
•    Promote and embed TE’s core values into the company culture, driving behaviors that support business and people objectives.
•    Design, monitor, and interpret key HR KPIs to provide actionable insights and support data-driven decision-making.
•    Develop and execute effective internal communication strategies for both employees and leaders, ensuring clarity, transparency, and alignment.
•    Build and maintain strong relationships with key stakeholders, including Talent Acquisition, Shared Services, and HR Services, to ensure smooth execution of HR plans and initiatives.

Competencies