Job Description:

Sr. HR Business Partner - Customer Development

Job Description

ROLE PURPOSE:  

The purpose of the Sr. HRBP is to partner with the K-C North America Sales Leaders and their leadership teams to navigate in a constant changing environment to accelerate performance through our people, our culture and our organization.  As the organizational people engager and activator you must be able to learn fast, be curious and demonstrate agility in order to shape and develop the HR agenda, as well as drive the execution of key initiatives, coordinating with business leaders and COEs on the program needs for their region.

With a focus on the 1-2 year people plan you will lead HR practices and objectives in your area that will provide the right employee experience, cultural environment, capabilities and organizational design that promotes a high-performance culture.

As a member of the sales leadership teams, this role is important to ensure the business is set up for success from a people perspective - both now and in the future, ensuring we have the right strategies that focus on both the salaried and hourly workforces in the areas where different strategies/needs are necessary between the two groups.

Key Relationships:

• Reports to: HR Director, Customer Development 

• Direct Reports: N/A

• Internal Clients: VPGMs, K-C Directors, Team Leaders & employees

• HR Partners: COEs teams

KEY ACCOUNTABILITIES:

Strategic Partner

• Have a deep understanding of the business and context in order to define a clear plan to help the business win in the marketplace; facing current and future challenges.




• Promote a sense of purpose, belonging, opportunities to learn, teamwork and a fairness environment. 




• Advance the impact of I&D by engaging the workforce to partner in driving solutions.

HR Consulting

• Partner with senior leaders, coach where necessary to enable them to manage their team members employee life cycle.




• Establish and maintain collaborative relationships (leaders & peers) while driving solutions to meet business needs. Develop and maintain a strong partnership.




• Partnering with the talent management COE where relevant, execute the organization talent strategy which includes Talent Acquisition, I&D strategy, Workforce Planning, Organizational Effectiveness, Talent Management, KPIs, Retention and Recognition Planning & Culture.

Talent Management & Learning

• Identify learning and development needs for Leaders and participate in planning process and implementation (should include partnering with L&D on corporate initiatives i.e., COC).




• Mentor leaders on employee development best practices. Ensure new ways of development are emerging in the solutions provided.




• Facilitate talent review process and meeting including succession plan discussion and developing action plan and support/follow up on action plans (FDP).




• Responsible for analyzing what skills (future of work) will be most essential as the workforce continues to evolve. Propose reskilling and upskilling efforts for current employees.

Organizational & Team Effectiveness

• Design and lead organizational systems (people and processes) and key organizational capabilities.




• Provide guidance and input on business unit restructures, workforce planning and succession planning to leaders, working in partnership with HR COE’s as relevant.




• Lead or contract for leader & team effectiveness interventions, ensure execution and measure results (includes team assimilation).




• Provide change management advice and support initiatives (program implementation & change initiatives).

Operations Manager

• Ensure legal policies and procedures (including region-specific compliance requirements) are followed and maintained.




• Establish and maintain collaborative relationships (leaders & peers) while driving solutions to meet business needs. Develop and maintain a strong partnership.




• Considering Workforce of the Future, ensure that the organization’s processes, policies, and technologies are optimal for remote workers. Build remote workers’ strong sense of belonging within the organization, ensuring that they know their purpose and are valued within the organization.




• Demonstrate a HR Operator mindset with respect to headcount and budget planning not only within HR but throughout organization.

Reporting & Analytics

• Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies.

Talent Acquisition

• Develop workforce plans (long term and short term) in partnership with the global workforce planning team, Team Leader and regional/function leadership.

Compensation Consulting

• Identify business compensation needs and partner with COE to find solutions and/or provide compensation consulting to leaders, in order to attract and retain team members.




• Own and administer the Sales Incentive Plan and Fleet Allowance Program for Customer Development

Employee Mediator

• Manage and resolve complex employee relations issues. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required.




• Represent the voice of the employee to leaders and the voice of the organization to the employees

Emergency Responder

• Take the lead on HR issues as part of business crisis management.

Qualifications:

• Bachelor’s degree in business, human resources, organizational management or a related field is required. An advanced degree is preferred. PHR/SPHR certification preferred.




• 8+ years of work experience in Human Resources or a closely related field is required.




• Preferred experience includes HR generalist or lead HR supporting a commercial, marketing or logistics client group. Ability to quickly establish a close working relationship with business teams.

KEY CAPABILITIES:

Strategic Thinking – Demonstrate an understanding of the business, the external environment, customers and financial levers to create the right solutions from a people perspective as an integral part of the local people plans.

Communications – Inspire and motivate employees to be the best they can be through compelling communication aligned to KC’s culture and business strategy.

Agility – Promote, develop and role model agile behaviours to support smart decision making.

Data Analyst – High level of understanding of internal and external data metrics to support decision making on local people plans i.e., simplify and connect the dots to make the right decisions to increase performance.  Ability to think sequentially and predict impact using data analytics.

Organization Effectiveness – Lead and partner the business/country/function in terms of:

• Organization Design

• Leadership & Team Effectiveness




• Change Management




• People Project Management

Talent Management - Apply workforce planning knowledge, engagement strategies, and succession management.

HR Operator Mindset - Own, lead and drive workforce planning via sound headcount, SG&A and budgets management taking into consideration the overall P&L.

Strong Leadership and Influencing Skills:

The role is consultative and operational providing support to Executive level leaders by:

• Influencing peers and senior leaders across area responsibility, as well as immediate manager to drive to the right outcome from a people perspective

• Excellent interpersonal relations skills and a successful track record of partnering with executives delivering superior business results

• Demonstrating personal passion on delivering on commitments, being action-oriented, having an intense performance orientation

• Showing ability to think & act strategically while delivering operational excellence

• Taking a change agent role within the leadership team and organization and can build and execute large scale change plans

Other Personal Characteristics:

Key Values:  

• We Care: We care for our people, our communities and everyone we serve, and we value our differences.




• We Own: We are responsible for our decisions and accountable for our results.




• We Act: We have a bias for action and do what’s right for our people, our business, and our world.

Ways of Working:

• Focus on Consumers: We keep the needs of customers and consumers at the center of our work.




• Play to Win: We aim high, take smart risks, and live our values because winning with integrity matters.




• Move Fast: We turn decisions into action, remove barriers and seek progress over perfection.



• 
  

  Grow our People: We champion inclusion and encourage our people to ideate, innovate and contribute to our growth.

  
  

   

  
  

  Kimberly-Clark and its well-known global brands are an indispensable part of life for people in more than 175 countries. Every day, 1.3 billion people - nearly a quarter of the world's population - trust K-C brands and the solutions they provide to enhance their health, hygiene, and well-being. With brands such as Kleenex, Scott, Huggies, Pull-Ups, Kotex, and Depend, Kimberly-Clark holds No.1 or No. 2 share positions in more than 80 countries. With more than 140 years of history of innovation, we believe in recruiting the best people and empowering them do their best work.  If fresh thinking and a passion to win inspire you, come Unleash Your Power at Kimberly-Clark. 

  
  

  For Kimberly-Clark to grow and prosper, we must be an inclusive organization that applies the diverse experiences and passions of its team members to brands that make life better for people all around the world.  We actively seek to build a workforce that reflects the experiences of our consumers.  When you bring your original thinking to Kimberly-Clark, you fuel the continued success of our enterprise. We are a committed equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, sexual orientation, gender identity, age, pregnancy, genetic information, citizenship status, or any other characteristic protected by law.

  
  

  The statements above are intended to describe the general nature and level of work performed by employees assigned to this classification. Statements are not intended to be construed as an exhaustive list of all duties, responsibilities and skills required for this position.

  
  

  This position may require a post-offer/pre-hire Physical Abilities Test (PAT) to confirm that individuals are able to perform the essential functions of the job.

  
  

  K-C requires that an employee have authorization to work in the country in which the role is based.  In the event an applicant does not have current work authorization, K-C will determine, in its sole discretion, whether to sponsor an individual for work authorization.  However, based on immigration requirements, not all roles are suitable for sponsorship. This position is subject to drug and alcohol testing, including pre-employment testing.

  
  

Global VISA and Relocation Specifications:

K-C will support in-country relocation for the chosen candidate for the role, including assistance to obtain proper work authorization. The benefits provided will be per the terms of K-C’s applicable mobility policies. The benefits/policy provided will be decided in K-C’s sole discretion.

Primary Location

USA-WI-Neenah

Additional Locations

Worker Type

Employee

Worker Sub-Type

Regular

Time Type

Full time

Salary: $12,500.00

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