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Full Job Description
Principal Talent Partner, Global Centers of Acceleration (HR Business Partner, Level 5)
Role Overview
Role Overview
As the HR business partner supporting our global Centers of Acceleration (a combination of shared service and centralized functions that are focused on accelerating our market’s impact and effectiveness), you will work directly with people leaders and team members to enable performance, strengthen our culture, refine existing talent management approaches, and implement new people programs and policies.
In addition to your work with your client teams, you’ll be a member of our global Talent team, contributing to innovations in global talent management and strategic efforts. There are ample opportunities for program and change leadership, and to pilot ‘future of work’ concepts as we create a great place to work for all.
This role requires a passion for all areas of the talent lifecycle and solving the talent management questions and opportunities associated with accelerating business growth. The role is both strategic as well as operational in nature, requiring both generalist skills as well as the ability to coach and help leaders to think out three to five years about their function’s talent and organizational opportunities. This role is well-suited to someone who is change and service-oriented, results-focused, appreciative of progress (over perfection), creative yet well-organized, and collaborative.
Key Responsibilities
Business Partnering and Talent Strategy: Provide support to Centers of Acceleration (CoA) teams and leaders (approximately 55 people). Serve as the voice of HR with COA leadership with responsibility for helping the team to translate our needs into people and organizational priorities and plans, talent metrics, and achievement of market-specific talent initiatives.
Talent Acquisition and Onboarding: Work with COA leaders to define talent acquisition strategy and annual recruiting plan. Implement and continually evaluate to measure effectiveness and impact. Source and recruit talent into our functions, and onboard new team members and contractors.
Talent Management & Core Process Effectiveness: Manage performance and compensation processes for client teams. Enable continuous performance conversations, providing coaching to managers and teams to increase engagement and effectiveness. Work with the global Talent team on process and technology improvements, as needed. Work with global Talent CoA on ensuring adoption of global compensation philosophy and total rewards approach, and on improving process and technology, as needed.
Team Performance Coaching: Serve as a trustworthy advisor on development, employee experience, talent management, and organizational effectiveness topics. Coach managers and leaders to facilitate organizational change and create a values-based environment. Engage in team facilitation, coaching, and conflict resolution, as needed. Facilitate the use of development tools at the individual, dyad, and team levels. Leverage insights for greater effectiveness, building on strengths and leveraging diverse viewpoints.
Employee Relations: Support benefits leader to drive the adoption of changes and programs that help bring our employee value proposition to life. Provide counsel and support on employee matters, and resolve complex workplace and employee relations matters when needed. Manage disciplinary processes, performance improvement plans, and employee transitions.
Organizational and Talent Development: Use data from the talent planning process, engagement surveys, and people analytics to identify where specific changes are needed. Develop interventions targeted at the root cause to improve performance/outcomes for our employee experience and/or business outcomes. Implement capability improvements as identified and provide input into the DEI capability strategy from your client’s perspective.
Strategic Talent Efforts: Work with the global Talent team to identify global talent strategy, prioritize projects, and review annual talent enablement program effectiveness. Create organizational alignment and engagement by ensuring your client’s local team is well-connected to our global and market projects, and vice-versa.
Candidate Profile
Based on this role’s scope and responsibilities, we are looking for candidates with the following qualifications, skills, attributes, and competencies:
Minimum:
Demonstrated business acumen and knowledge in multiple HR disciplines such as talent strategy, succession planning, talent assessment, recruiting, compensation, job, and organizational design, performance management, and employee relations.
Strong client-service focus and ability to build and manage relationships across different levels and functions.
Able to independently balance multiple customer and time-sensitive deliverables.
Leadership of change management and organizational development programs and practices, such as business-driven change projects, employee engagement programs, team effectiveness, and leadership development solutions.
Knowledge of employment law and hybrid workforce models (e.g., virtual teams, use of contractors).
Highly proficient influencing skills, able to provide credible guidance to leaders at all levels, and clearly communicate complex information.
Excellent analytical and problem-solving skills including the ability to diagnose root causes and use available data.
Skilled in facilitating meetings and delivering presentations with in-person and remote groups.
Excellent communication, coaching, and collaboration skills.
Highly proficient in computer skills, including Microsoft 365, HRIS, and talent platforms.
Ability to exercise strict confidentiality and judgment; a role model for Prosci Values and actions.
Business acumen, with a keen understanding of how to translate business strategy into people practices.
Preferred:
Master’s Degree in Human Resources, Business, or related field preferred, but not required.
Human Resources Professional Certification (e.g., PHR, SPHR, SHRM) is preferred, but not required.
Experience working within ADP HRIS platform.
Experience in process design, continuous improvement methodologies, and tools.
Industry experience within professional services (e.g., training, consulting).
Prosci certified, and any additional HR discipline certifications.
Additional Information
Role type: Full time
Position reports to Executive Vice President, Talent
Supervisory Responsibilities: none
Work location: Office, Hybrid or Remote
Salary range: $112,000 – $140,000 is the projected range of annual base salary for this role depending on the candidate’s overall qualifications and experience.
Travel Requirements: Depending on work location, could be up to 15% for internal meetings.
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At Prosci, you’ll find more than a job. Here, you can be you, contribute to meaningful work in the world, enhance your overall wellness, co-create your professional experience, find your flow, and learn and grow. Our global team is rich in experience and passion for helping our clients create change success.
We offer a motivating total compensation package, inclusive of our Prosci Bonus Incentive Program and comprehensive wellness benefits, including generous paid time off, holidays and volunteer time, medical, dental, vision, long-term and short-term disability programs, life insurance, a 401k matching program, LinkedIn Learning access, and multiple employee-led interest and resource groups.
We hope you’re interested in making a difference with us. Even if you don’t feel that you meet every requirement listed in this job description, we still encourage you to apply.
Prosci is an equal-opportunity employer that is committed to inclusion and diversity. Employment opportunities at Prosci are available to all applicants, without regard to race, color, religion, sex, sexual orientation, gender identity, genetic information, national origin, age, disability, veteran status, or any other legally protected characteristics. You can learn more about our efforts to build a more inclusive, equitable, and diverse organization: https://www.prosci.com/about/dei.
If you require assistance due to a disability applying for open positions, please submit a request to: [email protected].
About Prosci
Founded in 1994, Prosci is a global leader in change management and the provider of choice for 80% of Fortune 100 companies. Prosci combines scientific research with the people side of change to deliver results-focused solutions that enable clients to achieve change outcomes and grow organizational change capability. Prosci maintains the industry’s largest body of change management research—the basis for the company’s tools, methodologies, advisory services, and role-based development programs. To date, Prosci has certified over 100,000 change management practitioners worldwide.
The company is headquartered in Fort Collins, Colorado, with offices in Australia, Brazil, Canada, Chile, Colombia, Mexico, and Spain, plus more than 30 certified Prosci Partners around the globe. Prosci is continually expanding directly and through its global partner network to ensure change success for clients no matter where they are located. Check out our website for more about our team and approach: https://www.prosci.com/about.
