The HR Business Partner works on the development of solutions through organizational development, cultural and process‐oriented perspectives.
What will I be doing?
The HR Business Partner works on the development of solutions through organizational development, cultural and process‐oriented perspectives. They build effective partnerships on all levels of the team and successfully implement programs that drive business results. Key skills and abilities include coaching, influencing, leading, facilitating, presentation, communication, process development, analysis and problem solving. They are a trusted advisor to their business leaders and to their team to drive results through people and systems initiatives. As an HR Business Partner you will be responsible for performing the following tasks to the highest standards:
- Formulate partnerships across the organization to assess and and drive value of HR services to leaders to help achieve the business objectives of the organization
- Maintain a high level of business literacy about the business unit’s core function, financial position, mid-range plans, culture and competition
- Has their finger on the pulse of the organization and helps drive organizational health by diagnosing and prescribing the appropriate HR resources/actions. Is the primary point HR contact for HR program implementation and execution with Center of Excellence’ contacts
- Analyze business unit trends and metrics in partnership with HR cross functional resources to develop solutions, programs and policies to improve HR’s contribution to the organization’s goals
- Provide guidance and input on business unit restructures, workforce planning, succession planning and other areas of Talent Management
- Partner with both the business unit and HR to assess and effectively address human resources needs in areas such as organizational design, performance management, talent selection, compensation, and career, competency and leadership development
- Understanding of Federal and local laws ensuring we are in compliance and knowing when to escalate to legal experts
- Assess and anticipate HR related needs and communicate those needs proactively within the partnering leadership team
- Develop and integrate solutions to address the HR needs while maintaining focus on the business unit’s goals
- Identify employees ready for positions of greater organizational impact, contributing to the effective utilization of best talent across different functions in the organization
- Actively support discussions and transfer of best practices from different functions in the organization
- Identify training needs for business units and individual coaching needs; may participate or drive coaching with the leader(s)
- Participate in the evaluation and monitoring of training programs’ success. Follow-up to ensure training objectives are met
- Leads and facilitates change initiatives
- Collaborate with the leadership team to design succession plans for key talent and key job roles
- Identify key and high potential employees and collaborate on development plans to increase their organizational impact and provide future talent
- Guides and coaches managers on how to appropriately manage and resolve complex HR issues with (e.g., performance management, rewards and separations)
- Planification of human resources and recruitment
- Administration : contracts, administratives letters, expatriates procedure, HR reporting…
- Management of human resources systems: attendance system, recruitment system, leaves system…
- Performance management: mid-year and of year Evaluation, poor management preformance, development plan, KPI managements …
- Conduct the Global Team Member Satisfaction program, and wotrk to improve the satisfcation of Team members
- Follow up of the annual training plan
- Discipline: conduct discplinary procedure and make sure that the legislation is respected
- Conduct annual team member recognition plans, organize team members activities and feast…
What are we looking for?
An HR Business Partner serving Hilton brands is always working on behalf of our Guests and working with other Team Members. To successfully fill this role, you should maintain the attitude, behaviours, skills, and values that follow:
- Master Degree in Human resources or other equivalent Diplomas
- Eight to ten years in HR management working within a variety of functions
- Three or more years of managing an HR function at multiple locations
- Proven ability to establish strong, influential relationships with all levels in and organization
- Demonstrated ability to think strategically, synthesize complex data, and develop solutions
- Proven ability to effectively and clearly convey ideas verbally and in writing
- Solid experience in organization design, talent management and change strategies
- Bilingual: French and English speaking and writting
It would be advantageous in this position for you to demonstrate the following capabilities and distinctions:
- 3 years working within a internal consulting or Organizational Development function
- 5 years Operational experience (managing an operation; responsible for driving sales, marketing, P&L)
- Experience working with or doing business in the assigned region with a global company
What will it be like to work for Hilton?
Hilton is the leading global hospitality company, spanning the lodging sector from luxurious full-service hotels and resorts to extended-stay suites and mid-priced hotels. For nearly a century, Hilton has offered business and leisure travelers the finest in accommodations, service, amenities and value. Hilton is dedicated to continuing its tradition of providing exceptional guest experiences across its global brands. Our vision “to fill the earth with the light and warmth of hospitality” unites us as a team to create remarkable hospitality experiences around the world every day. And, our amazing Team Members are at the heart of it all!
