Global HR Business Partner

Why you should join:

HR Business Partners at TE Connectivity play a vital role in translating high-level HR strategies into actionable initiatives that directly align with business goals. They not only implement core HR policies but also partner with management to ensure that the organization's objectives are met across various areas like talent acquisition, succession planning, rewards, and change management.

The focus on OneHR culture seems especially powerful, as it promotes unity and alignment across the HR function, ensuring a consistent, cohesive experience for employees while still delivering personalized, strategic support to business units. This approach fosters a collaborative, cross-functional environment that maximizes the value HR can bring to the organization.

Your main tasks:

HR Business Partner (HRBP) role for Corporate Operations is critical in shaping and executing HR strategies to drive business results at TE Connectivity. With a focus on leadership, talent management, and organizational development, this role ensures the alignment of human resources with the business's needs, growth, and changes. Here’s a breakdown of how the responsibilities in this position align with business objectives and the overall HR strategy.

Key Areas of Focus:

Talent Management:
Workforce & Learning Development: The HRBP will help business leaders assess organizational needs and develop plans to strengthen the workforce. This includes working on leadership development, coaching, and building a strong talent pipeline for critical roles.
- Talent Acquisition & Onboarding: Partnering with recruitment teams ensures that top-tier talent is identified, recruited, and successfully onboarded. It’s also about continuously refining the talent acquisition process to meet the evolving needs of the business.
- Succession Planning: Participating in leadership reviews and succession planning initiatives ensures that the organization is prepared for the future by developing internal talent to fill key roles.

Change Leadership & Organization Development:
- Change Management: Guiding the organization through significant change processes will be vital, especially in a dynamic and global business. The HRBP will need to implement strategies that support the smooth transition during organizational shifts.
- Organizational Design: Supporting business strategies by guiding organizational design and development efforts that optimize structure, team dynamics, and overall effectiveness.

Metrics & Project Management:
- Data-Driven Decisions: The HRBP will create and manage HR metrics to help corporate functions make informed, data-backed decisions. This includes tracking key HR performance indicators to measure success and areas for improvement.
- Strategic Imperatives: The HRBP will also lead or support project-based work tied to business-critical imperatives, ensuring HR activities align with and drive overall corporate goals.

Employee Engagement:
- Employee Experience & Engagement: Monitoring the work environment and taking proactive steps to improve employee engagement will be a key responsibility. This includes leading employee engagement surveys and addressing key action points to enhance the employee experience.
- Communication & Total Rewards: The role also involves ensuring transparent communication within the corporate functions, providing employees with necessary company and functional updates, and overseeing the administration of total rewards programs.

What your background should look like:

• Bachelor’s degree required, preferably in Business or Human Resources discipline; MBA or Masters in Human Resources/Organizational Psychology/Industrial & Labor relations desired.
• A minimum of 7 years of progressive Human Resources experience, preferably in large global matrixed environment. 
• Exceptional analytical skills and proven ability to diagnose issues and drive appropriate solutions.
• Prior HR specialist experience in one or more functional areas of Human Resources (HRBP, Talent Management, Compensation, Staffing, etc.). 
• Coaching, counseling, and influencing of business leaders in the areas of organization development, employee relations, performance management, progressive discipline, and career development.
• Demonstrated managerial courage; self-confident and able to act as role model of company values. 
• Experience with project management, continuous improvement, and must be comfortable in a fast paced environment. 
• Strong written, oral communication and presentation skills with the ability to present confidently across the organization.
• Superior facilitation and project management aptitude plus proven presentation, analytical and communication skills are required  
• High personal credibility, confidentiality, relationship building and influencing skills are all essential