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Talent Review & Planning – Facilitate calibration sessions using resources to ensure effective dialogue that fosters participants’ self-growth as well as meaningful feedback and specific development plans for those being discussed. Advise on operational planning and strategic workforce planning to ensure a talent strategy and pipeline that achieves short- and long-term objectives.
Performance Management – Leverage current programs and processes to support effective performance management and coach leaders through goal setting, development planning, leadership assessments and mid- and end-of-year reviews. Facilitate understanding of pay for performance philosophy to enable performance and compensation differentiation.
Development – Drive coaching opportunities to promote growth and development, while also collaborating with leaders in the creation of new opportunities to stretch and develop talent.
Diversity, Equity & Inclusion – Foster an inclusive culture to mitigate unconscious biases, role modeling self-awareness and openness, and coaching leaders accordingly. Supporting enterprise-wide initiatives around attraction and retention of diverse talent
Change Management – Lead change (large and small), ensuring the awareness, desire, knowledge, ability, and reinforcement to sustain change.
Leadership Development – Coach and confer with leaders on day-to-day opportunities, challenges and performance issues, facilitating a feedback-rich culture, and driving high engagement and performance.
Employee Relations – Assess and investigate, counselling leaders and team members as needed.
Collaboration – Ensure collaboration with HR peers in support of the region or other client areas as designated.
Please note that all FM Global visitors, including external candidates interviewing for open positions will be required to be vaccinated and should be prepared to provide proof of vaccination.
Overview:
FM Global is a leading property insurer of the world’s largest businesses, providing more than one-third of FORTUNE 1000-size companies with engineering-based risk management and property insurance solutions. FM Global helps clients maintain continuity in their business operations by drawing upon state-of-the-art loss-prevention engineering and research; risk management skills and support services; tailored risk transfer capabilities; and superior financial strength. To do so, we rely on a dynamic, culturally diverse group of employees, working in more than 100 countries, in a variety of challenging roles.
As an HR Business Partner (HRBP), working with a variety of clients, you will provide HR expertise and advising to support the building of talent capabilities with the organization. This role partners with the HR CoE’s to formulate human capital strategies in support of strategic objectives and provides consultative services across all the HR teams including Total Rewards, Talent Management, and Talent Acquisition.
The HRBP will need a solid foundation in talent and performance management, organizational effectiveness, employee relations and change leadership. This is to promote an inclusive culture and support a highly engaged workforce. A successful candidate will facilitate talent processes including performance management, talent reviews, succession planning, and many other engagement and retention initiatives.
The HR Business Partner requires an ability to think strategically, advise and coach, and inspire change collaboratively while balancing corporate and local initiatives. In leading these efforts, the ideal candidate must solve talent planning and development challenges by initiating best practices to ensure support of the business needs and establish and maintain a strong community of collaborators.
Responsibilities:
Relationship Management – Build solid partnerships with leaders, other HRBPs, and HR Centers of Excellence to ensure informed and efficient solutions based on best practice, data, and understanding of the business.
Talent Review & Planning – Facilitate calibration sessions using resources to ensure effective dialogue that fosters participants’ self-growth as well as meaningful feedback and specific development plans for those being discussed. Advise on operational planning and strategic workforce planning to ensure a talent strategy and pipeline that achieves short- and long-term objectives.
Performance Management – Leverage current programs and processes to support effective performance management and coach leaders through goal setting, development planning, leadership assessments and mid- and end-of-year reviews. Facilitate understanding of pay for performance philosophy to enable performance and compensation differentiation.
Development – Drive coaching opportunities to promote growth and development, while also collaborating with leaders in the creation of new opportunities to stretch and develop talent.
Diversity, Equity & Inclusion – Foster an inclusive culture to mitigate unconscious biases, role modeling self-awareness and openness, and coaching leaders accordingly. Supporting enterprise-wide initiatives around attraction and retention of diverse talent
Change Management – Lead change (large and small), ensuring the awareness, desire, knowledge, ability, and reinforcement to sustain change.
Leadership Development – Coach and confer with leaders on day-to-day opportunities, challenges and performance issues, facilitating a feedback-rich culture, and driving high engagement and performance.
Employee Relations – Assess and investigate, counselling leaders and team members as needed.
Collaboration – Ensure collaboration with HR peers in support of the region or other client areas as designated.
Qualifications:
- Bachelor’s degree in Human Resources, Business or related field.
- 5+ years’ experience in an HR function and/or equivalent management level experience.
- Knowledge of functional areas within HR including talent management, compensation, employee relations, employment and employee development.
- Bring best practice guidance as well as performing as a collaborative problem-solver adept at developing customized approaches.
- Experience dealing with senior leadership teams in large organizations whereby influencing without authority is a key attribute of successful performance.
- Excellent partner management skills including ability to engage and keep informed.
- Strong facilitation skills for formal and informal presentations.
- Reputation for working exceptionally well in partnership with company leaders and HR colleagues to drive positive change.
- Strong analytical and problem-solving skills. Ability to work in the gray and deliver results.
- Demonstrates superior influence skills; can communicate effectively and confidently with all levels of the organizations.
- Advanced skills in MS Office, Excel, and PowerPoint, with the ability to analyze data and create presentations.
- Travel to the various offices and corporate office is required.
This position is being posted for multiple levels including an Associate HR Business Partner and HR Business Partner. Both levels can work in either the Alpharetta, GA office or Park Ridge, IL office.
We offer our employees a wide range of benefits including career long learning opportunities, tuition reimbursement, 401 (k), pension, flexible schedules, rich health and well-being programs, generous time off allowances, volunteer days and so much more!
FM Global is an Equal Opportunity Employer and is committed to attracting, developing, and retaining a diverse workforce.
Please note that all FM Global visitors, including external candidates interviewing for open positions will be required to be vaccinated and should be prepared to provide proof of vaccination.
