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Human Resources Business Partner-Commercial in Orange, California at KaVo Kerr

Date Posted: 1/11/2019

Job Snapshot

Job Description

Job ID: KAV003454

About Us

KaVo Kerr is a cohesive organization comprised of two global leaders, united to provide dental excellence and serve as a single premier partner for the dental community.  KaVo Kerr operates with a common vision inspiring and helping our customers, their patients and our own associates realize their potential.  KaVo Kerr offers solutions for endodontics, restoratives, treatment units, infection prevention, imaging, rotary and instruments.


Description

The Human Resources Business Partner, Commercial is responsible for full cycle HR activities supporting the assigned sales organizations. The HRBP, Commercial will work closely with the HR Director and Vice President of Human Resources to drive strategic HR initiatives, develop talent within the organization, and provide HR support to employees within the assigned client group.

This role will focus on counseling and problem solving, recruitment, interviewing and hiring, policy development and enforcement, benefits & compensation, training, conducting internal investigations, resolving associate issues, legal compliance with all state and federal employment laws, and overall adherence to policies and procedures.

ESSENTIAL DUTIES & RESPONSIBILITIES:
  • Provide strategic HR leadership and consultation focused on creating innovative HR strategies to anticipate and assess emerging business, organization or people trends and identify and implement the appropriate Human Resource / Diversity & Inclusion solutions.
  • Proactively assess business and organizational performance to recommend and drive action through a consultative “influence without authority” approach.
  • Design and execute strategies to increase organization, team and individual performance to improve the business’s capabilities to deliver against its goals.
  • Provide expertise in the areas of leadership and executive team development, organization and employee effectiveness, and meeting design/facilitation with a bias toward building client capability.
  • Coach business leaders on HR policies and processes, including talent planning, learning and development and performance management to promote engagement and a culture of continuous growth and development.
  • Develops thoughtful, integrated approaches to promote diversity and inclusion in talent attraction, development and retention.
  • Collaborate with HR functional partners to execute human resources strategies to enable business objectives and support future business growth.
  • Execute the Talent Management process to identify current and forecasted talent needs, develop action plans to mitigate associated risk and improve confidence in future successor readiness to enable business objectives.
  • Assess employee training and development needs based on business strategy in order to help close gaps between current and future skill set needs.
  • Partners with Compensation team to manage pay for performance program including annual merit increase, bonus, promotions and out of cycle requests.
  • Analyzes trends and metrics, collaborates with HR functional experts to develop solutions, make recommendations and develop programs.
  • Deliver HR services and drives HR companywide initiatives to clients resulting in a seamless point of contact to the broader HR organization and ensuring successful integration of functional partner initiatives and expertise.
  • Maintain an effective level of business literacy to provide a consultative approach to deliver HR services. Leverage HR / business skills and knowledge to challenge or influence leadership in decision-making processes.
  • Assesses the culture of the workplace with a focus on employee relations.
  • Develops and drives strategies that fosters an environment where all employees are respected and valued.
  • Develop strong understanding of the business and use metrics to help make data-informed decisions, build the business case for HR programs, align HR strategy with corporate & business goals, and assess the performance of HR programs; balance art with science when interpreting metrics.
  • Identify and manage human capital risks to the organization; size up risk tolerance and variances particularly with regard to proactively and reactively mitigating liability specific to HR litigation.

Job Requirements



Qualifications

MINIMUM REQUIREMENTS:

  • Undergraduate degree in Business, Labor Relations, Human Resources or a related field with strong academic performance (3.3 GPA or above).
  • 5+ years of experience in progressive human resources role with expertise in organization development, training or related talent planning field.
  • Minimum 1 year of experience partnering with a remote sales organization/leadership team.
  • Must be an authentic thought partner with confidence and courage to push boundaries.
  • Proven experience in managing multiple projects with strong prioritization skills.

PREFERRED SKILLS/EXPERIENCE:
The Human Resources Business Partner, Commercial will be a subject matter expert on HR principles and be able support multiple client groups in associate relations, recruitment, associate development & training, benefits administration, etc. This role requires experience in Human Resources planning, talent development, and internal client group support. A successful candidate will have a passion for understanding the business and being a business partner that will assist leaders to reach the business strategic goals for growth.   
  • The ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR within the company.
  • Demonstrated implementation and advanced knowledge of federal and state regulations, including COBRA, FMLA, ADA, EEO, FLSA, OSHA and Workers’ Compensation
  • Understanding of benefit plans, including 401k plans, to include legal compliance and reporting requirements.
  • A true hands-on approach as well as the ability to successfully monitor the "pulse" of the employees to ensure a high level of employee engagement.
  • Experience with rapid and complex changing work environment.
  • Being an enthusiastic team player with a strong drive to create a positive work environment.
  • The ability to be comfortable with high volume workload and not be afraid to "roll up your sleeves."
  • A strong solutions-focus and be comfortable working in an environment which demands strong deliverables along with the ability to identify problems and drive appropriate solutions.
  • Strong internal and external customer service focus.
  • The ability to manage multiple priorities simultaneously - orientated on results.
  • Bias for action, strong work ethic, and desire to achieve excellence.
  • Must be able to interface at all levels of the organization.
  • Passion for innovative HR solutions and process improvement.
  • Use skills gained as an experienced professional, works on resolving a wide range of issues within team/department in imaginative as well as practical ways.
  • Operates with autonomy and discretion.
  • Proven consulting and/or change management experience.
  • Proven knowledge of HR industry practices Strong working knowledge of employment laws.
  • Demonstrated strong integration and strategic planning skills.
  • Demonstrated strong written and verbal communication skills.
  • Demonstrated strong facilitation and presentation skills.
  • Demonstrated problem solving and decision-making skills.
  • Demonstrated ability to influence and partner within a diverse organization to help drive business results Relevant industry experience or knowledge (preferably within a cutting edge, highly innovative environment).

Most Important Competencies Required: 
  • Leadership:  Be willing to take risks, possess self-confidence and have the ability to work with higher levels of management.
  • Influence:  Able to influence direct reports, peers, leadership staff, internal and external customers.
  • Strategic: Able to make decisions quickly that drive Company goals and objectives.
  • Communication:  Able to effectively communicate in both written and verbal forms
  • Courageous:  Ability to make the tough decision and to not be overly sensitive (thick skinned).
  • Logical: Able to think on their feet.
  • Ethical:  Must operate in a way that never compromises Ethics and integrity.

Danaher Corporation and all Danaher Companies are equal opportunity employers that evaluate qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity, or other characteristics protected by law. The “EEO is the Law” poster is available at: http://www.dol.gov/ofccp/regs/compliance/posters/pdf/eeopost.pdf.

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Danaher Corporation Overview

Danaher is a global science & technology innovator committed to helping our customers solve complex challenges and improve quality of life worldwide. Our world class brands are leaders in some of the most demanding and attractive industries, including life sciences, medical diagnostics, dental, environmental and industrial solutions. Our globally diverse team of 59,000 associates is united by a common culture and operating system, the Danaher Business System, which serves as our competitive advantage. We generated $19.9B in revenue last year. We are ranked #144 on the Fortune 500 and our stock has outperformed the S&P 500 by more than 2,000% over 20 years.

At Danaher, you can build a career in a way no other company can duplicate. Our brands allow us to offer dynamic careers across multiple industries. We’re innovative, fast-paced, results-oriented, and we win. We need talented people to keep winning. Here you’ll learn how DBS is used to shape strategy, focus execution, align our people, and create value for customers and shareholders. Come join our winning team