Fortive

Compensation

Full Description

Serves as a Business Partner for people leaders of the Operating Company Employee Engagement: Possesses an understanding of strategies and tactics to coach/partner with people leaders in fostering an inclusive culture and driving employee engagement within the workforce. Participates in problem solving efforts to understand root cause and co-develops the action plans with people leaders and teams to close the gaps. Proficient in understanding the engagement data and trends and suggesting and implementing initiatives to enhance employee engagement, retention, and productivity. Performance Management: provides consultation to people leaders regarding goal setting and the full lifecycle of performance management inclusive of annual processes, feedback and coaching as part of the ongoing performance management inclusive of performance improvement plan consultation. Employee Relations and Experience: Providing guidance and support to managers on interpretation of HR policies, procedures, and best practices to promote an engaging and productive work environment and mitigate potential risks. Works closely with people leaders to coach through employee relations matters that may arise. May work closely with ER COE on workplace investigation inputs and countermeasure implementation. Workforce Planning: Exhibits proficiency in workforce planning methodologies and tools to anticipate future talent needs and align workforce plans with organizational objectives. Works closely with people leaders on multiple types of workforce actions, inclusive of ramp-up, acquisitions and single role eliminations, group restructuring in alignment with shifting business strategy. Coach leaders through organizational talent assessment. Capable of analyzing workforce data to inform manager and business decision-making and optimize resource allocation. Builds Manager Capability in Talent Management: Possesses knowledge to equip managers with the necessary skills and tools to effectively select, develop, and retain top talent through the Organizational Talent Assessment/Talent Review process and related operating cadence. Coach leaders on the appropriate development solutions for key talent and appropriate tools to conduct talent and development planning. In partnership with the TA organization, involved in coaching people leaders on talent selection decisions. In partnership with the COE, may be called on to design (enabled by technology) and deliver training programs and resources to enhance manager capability in talent management practices. 5 years of experience in the Human Resources, Talent Management function, or other relevant experience Exhibits autonomy and proven experience solving complex people problems such as engagement, employee relations and turnover; takes a new perspective on existing solutions; exercises judgment based on the analysis of multiple sources of information. Demonstrated impact across a range of clients, business operations and leading cross-functional projects, managing risk and resources; has delivered results working within broad guidelines and policies. Trusted resource to people leader and HR colleagues and works well across the organization with cross-functional colleagues to deliver solutions. Explains difficult or sensitive information to people leaders and employees; works to build consensus. Leverages data to make decisions. Takes a hands-on approach with high attention to detail. Demonstrated achievement for impact in coaching, influencing and problem solving with various levels of leadership. In depth knowledge of organizational design, talent management, employee relations, compensation, employee engagement, change management, learning and performance management. Understands the drivers of business. Proven project management and execution skills, with a track record of influencing through data-driven recommendations. Experience working in team environment with multiple time zones. Willingness to travel, as needed (<25%) Proficient in Oracle HCM systems