The Sr. People & Culture Business Partner, Revenue is responsible for serving as a strategic human resources advisory partner to sales/revenue business unit leaders to delivers solutions in line with business objectives, financial targets, strategy, market dynamics and competition. In addition this position will drive and deliver strategic initiatives to help evolve the organizations people operating model.
ESSENTIAL JOB FUNCTIONS AND RESPONSIBILITIES:
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Provides consultative guidance and coaching to managers and employees on human resources-related matters, ensuring alignment with corporate policies, goals, and objectives.
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Drives, influences and implements human capital strategies that support the growth of the business while ensuring employee engagement and management effectiveness.
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Serves as a coach and trusted advisor on all human capital matters, to business unit leaders and their leadership teams.
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Conducts employee assessments and implements organizational development, workforce or succession planning, training, or performance management strategies developed and build bench strength of talent within the organization.
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Consults with employees and managers to address root causes of human resources issues, attempting to resolve employee relations issues with a systematic approach.
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Participates in company-wide programs and initiatives assisting with talent acquisition initiatives, job architecture, salary planning, stock awards, benefit programs, workforce planning, and organizational change.
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Assists senior management in the development of solutions through organizational development and cultural and process-oriented perspectives.
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Helps to develop and subsequently implement new projects, policies and procedures for the supported business unit to meet broad, but specific goals.
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Provides input to strategic decisions that affect functional area of responsibility.
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Advises management in People and Culture (P&C) policy and program matters, making or recommending appropriate decisions as consistent with strategic direction.
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Works closely with management in the implementation of P&C related policies, organizational and employee development at the business unit level.
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Assist with the design and implementation of effective employee development and retention programs.
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Drives the company’s inclusion and diversity agenda.
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Drive performance management within the business unit; including annual performance reviews, 360 reviews, performance assessments and performance calibration sessions.
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Proactively support the development of top talent, facilitate periodic talent reviews and educate the organization on talent best practices
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May lead projects and performs other duties as assigned.
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Occasional business travel may be required.
SUPERVISORY RESPONSIBILITIES: N/A
KNOWLEDGE, SKILLS AND ABILITIES:
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Demonstrate strong competence in all functional HR areas, including compensation, employee relations, staffing, learning and organizational effectiveness.
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Strong business acumen (financial, strategy, markets, competition) and the ability to establish credibility, trust and partnership at all levels within an organization.
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Strong interpersonal and relationship building skills, coach skills (managers and employees), and the ability work in a team-based environment
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Ability to collaborate, influence, negotiate and resolve conflicts across a complex set of stakeholders.
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Strong decision-making skills required.
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Knowledge of and ability to apply change management concepts.
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Demonstrated knowledge of federal/state employment laws and a solid understanding of general HR practices, laws and regulations required.
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Excellent communication (oral, written, presentation and facilitation) skills.
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Must be results oriented, customer-focused and able to manage multiple projects simultaneously.
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Ability to work independently while working effectively as part of a team required.
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Exercise good judgment in selecting methods and techniques for obtaining solutions.
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Proficiency in Microsoft Office packages is required.
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Must be results oriented and customer focused.
EDUCATION AND TRAINING:
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Bachelor's Degree in Human Resources, Business Administration or Psychology required. Master's Degree or MBA in HRM preferred.
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Fifteen (15) plus years of experience as a human resource business partner, including supporting a sales/revenue organization.
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SPHR/ SHRM-CP Certification preferred.
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Experience supporting senior leaders in a medium to large size organization.
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Experience working in a SaaS, technology and/or services intensive business is preferred.
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Or equivalent combination of education and/or experience.
Other Qualifications
The Winning Way behaviors that all Vertex employees need in order to meet the expectations of each other, our customers, and our partners.
- Communicate with Clarity - Be clear, concise and actionable. Be relentlessly constructive. Seek and provide meaningful feedback.
- Act with Urgency - Adopt an agile mentality - frequent iterations, improved speed, resilience. 80/20 rule – better is the enemy of done. Don’t spend hours when minutes are enough.
- Work with Purpose - Exhibit a “We Can” mindset. Results outweigh effort. Everyone understands how their role contributes. Set aside personal objectives for team results.
- Drive to Decision - Cut the swirl with defined deadlines and decision points. Be clear on individual accountability and decision authority. Guided by a commitment to and accountability for customer outcomes.
- Own the Outcome - Defined milestones, commitments and intended results. Assess your work in context, if you’re unsure, ask. Demonstrate unwavering support for decisions.
COMMENTS:
The above statements are intended to describe the general nature and level of work being performed by individuals in this position. Other functions may be assigned, and management retains the right to add or change the duties at any time.