HR Business Partner

4 days left

Naperville IL US
Oct 14, 2016
Oct 27, 2016
Organization Type
Full Time
This is a great opportunity to join a growing organization!   The Human Resources Business Partner serves as a trusted business advisor to the managers and employees of our commercial sales organization. You will collaborate and advise employees on a range of critical business and organizational issues.

As the business partner, you must demonstrate a strong business acumen as well as functional knowledge of all aspects of human resource management. You will serve as a resource supporting such areas as: employee engagement, talent planning, employee relations, compensation review and analysis, performance management and development strategies to ensure that the organization can attract, develop and retain the breadth of talent necessary to drive business success.  The ideal candidate will have previous experience supporting remote employees and/or remote sites.

This position will provide HR leadership support to multiple smaller PerkinElmer locations, including the Naperville site.  You will also work with the broader HR team and help develop and implement major HR initiatives and share best practices.

  • Build strong relationships with management and staff through a highly consultative, collaborative, and active-problem solving approach. 
  • Highly skilled in the area of employee relations
  • Design and execute initiatives focused on Employee Engagement for client group.
  • Provide coaching and partnering to business leaders driving a values-based, high performance culture.
  • Champion talent management including partnering in talent acquisition, managing talent assessment, identification of high potential employees, succession planning and ensuring appropriate talent development plans are in place to meet the business need. 
  • Help to develop well-rounded retention strategies that are aligned with our total reward platform and focus on career pathing and promote a compelling and competitive value proposition for staff at all levels.
  • Participate in the performance management processes including development and cascading of goals, annual performance reviews, addressing underperformance, recognition and merit process based on our pay for performance philosophy. 
  • Facilitate leadership programs that increase team dynamics, trust, and collaboration; drive a high performance culture
  • Expected travel is approximately 20%