Sr. Human Resource Business Partner

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Job Description
Company Description Veolia Group aims to be the benchmark company for ecological transformation. With nearly 220,000 employees worldwide, the Group designs and provides game-changing solutions that are both useful and practical for water, waste and energy management. Through its three complementary business activities, Veolia helps to develop access to resources, preserve available resources and replenish them. In 2021, the Veolia group provided 79 million inhabitants with drinking water and 61 million with sanitation, produced nearly 48 million megawatt hours and recovered 48 million tons of waste. Veolia Environnement (Paris Euronext: VIE) achieved consolidated revenue of 28,508 billion euros in 2021.  
****Job Description The Sr. Human Resource Business Partner is responsible for the overall management of the human resource processes and practices for an assigned branch or branches, providing counsel on procedure and policy interpretation, talent and performance management, retention strategies, and employee relations issues. He/she operates with enough independence to ensure objectivity and fairness for employees. This position will advise location leadership in all administrative processes and procedures and coordinate activities with the Labor Relations, HR team, and the Director of HR. This position will be an integral role in aligning the people and culture to support our business goals and objectives for increased growth and profitability.
ESSENTIAL FUNCTIONS:
1. Identifying goals and priorities for the organization, and translating those priorities into the development and implementation of HR-related solutions that drive the business priorities.
2. Supporting the development and maintenance of an integrated talent acquisition strategy within the site to ensure robust staffing and onboarding. This would include coordinating with talent acquisition staff on engaging the local community as well as recruiting talent from outside the local geography to this location.
3. Collaboratively building and maintaining effective linkages across the HR pillars (COE, Services, and other HRBPs) to ensure the design and delivery of HR solutions across the branch with the appropriate level of consistency.
4. Effectively aligns HR systems and processes including compensation, staffing, learning and development, performance management, etc. with business needs and implements HR solutions as appropriate.
5. Strong business acumen and ability to contribute to the business strategy, community engagement, and the ramping up of operational plans.
6. Demonstrated ability to collaborate with business leaders to develop, implement and monitor HR programs that enable the achievement of business goals.
7. Demonstrated ability to take risks, make independent decisions and evaluate people.
8. Ability to effectively manage competing priorities in a fast-paced environment.
9. Excellent interpersonal/influencing skills, with the ability to effectively coach leaders, build relationships, and leverage resources within the function and across the organization to advance business strategy.
10. Demonstrated success in driving difficult change in a highly matrixed and complex global organization. Excellent knowledge in change management, organizational design, talent, performance management, and strategic and operational planning.
11. Employee Relations: Provide effective coaching, counseling, and advice throughout the site; proactively identify problems and solutions, assess and analyze trends and develop recommendations; assist managers and supervisors in conflict resolution.
12. Labor Relations: Provide ongoing support and oversight of labor relations activity, including due diligence, contract negotiations, grievance, and arbitration resolution, and union organizing efforts.
13. Employee Communication & Engagement: Integrate ongoing business knowledge with required HR support to meet business and company goals; participate and visit site/customer locations; assist in communicating business priorities and objectives throughout the company; assess and measure employee engagement and identify opportunities for improvement.
Qualifications EDUCATION / EXPERIENCE:
BA/BS required; MBA, MA in Organizational Development, Human Resource Management, or a related field preferred.
At least ten (10) years of demonstrated experience as an HR Business Partner with demonstrated progressive HR generalist responsibilities.
Proven leadership experience managing and developing HR Generalists or other HR professionals.
KSA:
Strong problem-solving, facilitation, and analytical skills
Excellent written, oral communication, and presentation skills with the ability to influence all
levels of the organization; effectively gain agreement/consensus for ideas
Advanced skills with Google Workspace. Success Factor HRIS experience a plus
Strong evidence of both a strategic and 'hands-on' leadership orientation
Additional Information VNA is committed to the principles of equal employment opportunity. VNA’s practices and employment decisions, including those regarding recruitment, hiring, assignment, promotion, compensation, benefits, training, discipline, and termination shall not be based on any person’s sex, race, color, religion, ancestry or national origin, age, disability, marital status, sexual orientation, pregnancy, veteran status, citizenship status or other protected group status as defined by applicable law.  VNA gives fair consideration to all qualified individuals and affords all employees and applicants opportunities for advancement according to their individual abilities without regard to membership in any applicable protected category. No opportunity for hire, advancement or any other condition of employment will be diminished through unlawful discriminatory practices.
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