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- Tasks: Drive HR strategies and support business objectives in a dynamic environment.
- Company: Join Cordant Solutions, a leader in innovative HR solutions and organisational development.
- Benefits: Enjoy flexible working options, professional development opportunities, and a vibrant company culture.
- Why this job: Be part of a transformative team that shapes organisational culture and drives impactful change.
- Qualifications: Experience in HR strategy, coaching, and organisational design is essential.
- Other info: This role offers a chance to work closely with executive leaders and influence key talent decisions.
The predicted salary is between 43200 - 72000 £ per year.
The HRBP, Cordant Solutions will be responsible for developing and executing the HR strategy within the Commercial and Alliances functional organizations. In this role, the HRBP serves as the primary contact for assigned executive leaders, providing expertise and guidance in the areas of culture, simplification, change management, strategic coaching, global initiatives, workforce planning and organizational design.
Essential Responsibilities:
- Partner with client business leaders and leadership staff to develop and execute both long-term and short-term HR strategies that directly support and enable business objectives.
- Partner with the functional leadership team to develop and embed a contemporary organizational culture; leveraging change acceleration techniques to assist in driving broad change.
- Act as an organizational and simplification champion, who builds organizational capabilities, reduces complexity and partners with clients to maximize team performance.
- Strategically partner with client managers to design and implement the most effective global organizational structures and manage transitions using change acceleration techniques.
- Develop capability based workforce plans and lead the development of a program of continued learning.
- Provide timely, effective and direct coaching to client group leaders, assisting in the development of strong, contemporary leadership skills.
- Provide strategic coaching to executive level employees as related to succession planning, career path development, and performance management.
- Lead talent assessment in the organization for senior level employees, identifying key employee strengths and development needs in order to recognize and develop key talent and select the best candidates.
- Lead succession planning and talent development strategies for the organization, identifying critical roles and preparing potential talent and pipelines mentoring, training, etc.
- Lead client groups through critical HR operating rhythms such as People Review, salary planning and performance management, leveraging assistance from COEs.
- Develop and drive strategies to attract, develop, engage and retain strong and diverse talent for the defined function.
Human Resources Business Partner - Commercial & Alliances employer: Baker Hughes
Contact Detail:
Baker Hughes Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Human Resources Business Partner - Commercial & Alliances
✨Tip Number 1
Network with professionals in the HR field, especially those who have experience as HR Business Partners. Attend industry events or webinars to connect with potential colleagues and learn about the latest trends in HR strategy.
✨Tip Number 2
Familiarise yourself with change management techniques and organisational design principles. Being able to discuss these concepts confidently during interviews will demonstrate your readiness for the role and your understanding of the responsibilities involved.
✨Tip Number 3
Research StudySmarter's company culture and values. Understanding our mission and how we approach HR strategies will help you align your responses in interviews and show that you're a good fit for our team.
✨Tip Number 4
Prepare examples from your past experiences that showcase your ability to partner with leadership teams and drive HR initiatives. Be ready to discuss specific outcomes and how your contributions made a difference in previous roles.
We think you need these skills to ace Human Resources Business Partner - Commercial & Alliances
Some tips for your application 🫡
Understand the Role: Take time to thoroughly read the job description for the Human Resources Business Partner position. Understand the key responsibilities and required skills, so you can tailor your application to highlight relevant experiences.
Tailor Your CV: Customise your CV to reflect the specific skills and experiences that align with the HRBP role. Emphasise your experience in change management, workforce planning, and organisational design, as these are crucial for this position.
Craft a Compelling Cover Letter: Write a cover letter that not only introduces yourself but also connects your background to the responsibilities outlined in the job description. Use specific examples of how you've successfully partnered with leadership teams or implemented HR strategies in the past.
Highlight Relevant Achievements: In both your CV and cover letter, make sure to include quantifiable achievements that demonstrate your impact in previous roles. This could be successful talent development initiatives, improvements in employee engagement, or effective change management projects.
How to prepare for a job interview at Baker Hughes
✨Understand the HR Strategy
Familiarise yourself with the company's HR strategy, especially in relation to Commercial and Alliances. Be prepared to discuss how you can contribute to developing and executing these strategies effectively.
✨Showcase Change Management Skills
Highlight your experience with change management techniques. Be ready to provide examples of how you've successfully led organisational changes in the past and how you can apply those skills in this role.
✨Demonstrate Coaching Experience
Prepare to discuss your approach to coaching and mentoring leaders. Share specific instances where your coaching has led to improved performance or development within a team.
✨Emphasise Talent Development Strategies
Be ready to talk about your experience with talent assessment and succession planning. Discuss how you identify key strengths and development needs in employees and how you would implement these strategies in the organisation.
