Sr. Human Resources Business Partner
Employee Client Groups: Engineering & Product Management
Position Summary: As a senior strategic partner, the Sr. HRBP serves as a consultant and creator of high value-added HR programs, processes, and initiatives for the company’s current and expanding client groups, and drives change management programs and corporate culture initiatives as necessary to scale, grow, and meet business objectives.
Align and integrate HR strategies, goals and practices in order to ensure high performing employees/teams; drive leadership development and address systemic organizational issues
Enable rapid expansion and ramp to productivity of HR activities into new countries/regions to support business need
Maintain the necessary level of business and financial understanding about the business units’ financial position, near and mid-range people plans, culture and its market competitors
Partner with business leaders to effectively identify, recruit, develop and retain high potential talent across the organization
Ensure best in class new-hire Post-Boarding activities
Analyze trends and metrics in partnership with HR Corporate Services to develop solutions, programs and policies
Maintain in depth knowledge of legal requirements with respect to hiring, benefits, compensation, employee relations, immigration, training, and others HR requirements. Manage and resolve complex employee relations issues
Provide ongoing performance management guidance to management, including coaching, counseling, career development, corrective actions
Work closely with management and employees to improve engagement and retention, build morale, strengthen cross functional connections, foster reward and recognition activities
Provide guidance and input on business, organizational, high potential & talent, and succession planning
Collaborate with key stakeholders to create career development plans and pathways for support employee growth
Continually take initiative to identify and anticipate HR needs and collaborate with key stakeholders to implement improvements
Manage immigration matters; act as liaison between counsel and hiring managers, as necessary.
Business Insight – applies knowledge of business and the marketplace to advance the organization's goals. Appreciates HR’s impact and how HR is an integral part of the company’s business strategy.
Decision Quality – makes thoughtful, factual/data driven, and complex decision in a timely manner that keep the organization moving forward
Drives Engagement – partners with key stakeholders to create a climate where people are motivated to do their best to help the organization achieve its objectives
Interpersonal Savvy – relates openly and comfortably with diverse groups of people. Intellectually agile, self-confident and highly articulate. Self-starter.
Resourcefulness – can successfully secure and deploy resources effectively and efficiently
Drives Results – achieves results, even under tough circumstances, and takes on new opportunities and tough challenges with a sense of urgency, high energy and enthusiasm
Balances Stakeholders – anticipates and balances the needs of multiple stakeholders
Strategic Mindset – Sees ahead to future possibilities and translating them into breakthrough strategies.
Instills Trust – gains and inspires the confidence and trust of others through honesty, integrity, authenticity, and consistent delivery of commitments Highly Ethical. Can be trusted to do only the “right thing” for the employees, shareholders, and others. Follows a balanced approach without compromising integrity.
Strong intellect – Ability to combine analytical reasoning, creativity and judgement. Quickly study, able to handle complex matters, with multiple initiatives going on simultaneously. Able to deal effectively with strategic issues, as well as tactical operational details
Values and Leadership – Demonstrates alignment to Tintri’s CEEIT (Customer, Excellence, Execution, Innovation, Team) Core Values. Commitment to growing and developing internal talent. Puts needs of the business ahead of him/herself. Operates in a transparent fashion without a personal agenda. Possesses a well-developed sense of humor and listens first.
Result Oriented – Energetic, resourceful, with strong service orientation and positive can-do attitude. Fully committed to the job and to deliver outstanding work. Enjoys working collaboratively in a hands-on manner
Change Agent – Ability to challenge the status-quo sensitively and constructively. Continually creates new and better ways for the organization to be successful. Comfortable designing for the future, while managing day-to-day HR matters. Able to anticipate risks and propose practical plans to mitigate them.
JOB QUALIFICATIONS, SKILLS & EXPERIENCE:
Minimum of 10-15 years of the leading HR organizations in high growth dynamic environments
Strong internal and external team builder
Proven experience in change management, creation, delivery, and influencing of HR strategic programs based on business needs
Must possess a broad range of priority setting skills to balance the day-to-day workload
Must be self-motivated, self-directed, and capable of acting independently with a high level of authority regarding all day-to-day issues
Must be approachable, flexible, adaptive, possess excellent communication skills, and capable of interacting and partnering with all levels of employee counterparts
Relevant industry experience, data storage, software, a plus