Sr Director, HR Business Partner, Global Operations Ashburn, Virginia, United States

Without a specialist in this position, a company may have compliance issues, redundant employees, unqualified workers, and other inefficiencies. These problems can affect the company’s ability to compete and harm its bottom line. Companies today rely on software for many manual tasks, such as data entry or bookkeeping, and workers are no longer necessary for these positions.

Data Center Customer Operations IV

We are looking for a strategic HR leader to lead a team of HR Business Partners. In this role you will directly support our Head of Global Operations and lead a team of HR Business Partners serving different parts of our data center Operations environment. This leader is responsible for understanding complex, multifaceted, and multi-regional needs and translating them into people outcomes. An HR business partner has a strategic and compliance focus, while people partners concentrate more on workplace culture, professional development, and employee performance. An HR business partner handles hiring, employee relations, benefits, professional development, and compliance management.

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A people partner needs strong relationship-building and communication skills. They also need analytical and problem-solving abilities and HR People Partner job strategic skills to build an employee-centered environment that also supports company growth. The responsibilities of HR business partners and people partners overlap in some areas.

A sample HRBP job description

Most companies require HRBP job applicants to have a Bachelor’s or Master’s degree in a field related to Human Resources Management, organizational studies, or business management or administration. Depending on the organization’s location, workforce, and customer base, you might also need proof of proficiency in English or other relevant languages. Meanwhile, a mid-level HRBP (also known as a junior HR manager) contributes to the business conversation. This means the majority of their responsibilities involve assisting the senior HRBP in their coaching duties, helping line managers deal with people-related issues, or participating in the process of developing HR strategy. They are not only a people champion and an administrative expert but also a strategic partner and change agent for the business. An HR Business Partner (HRBP) job description differs from one company to another, depending on factors like the role’s seniority level, the industry, and company size.

• Check out the full article on business acumen for HR professionals to find out how to develop your business acumen.
• We are looking for a strategic HR leader to lead a team of HR Business Partners.
• A T-shaped individual can make evidence-based decisions, achieve and maintain operational efficiency, create business impact, and increase productivity and profit while remaining competitive.
• They are not only a people champion and an administrative expert but also a strategic partner and change agent for the business.

An HR Manager typically oversees the daily operations of the HR department, managing staff and ensuring HR policies are implemented. An HRBP, on the other hand, works more closely with senior leadership on strategic initiatives that align HR with business objectives. Both roles are important, but the HRBP is more focused on long-term strategy, while the HR Manager is more involved in managing HR processes. It enables you to serve the organization’s employees and customers and boost leadership development and financial performance.

• This means the majority of their responsibilities involve assisting the senior HRBP in their coaching duties, helping line managers deal with people-related issues, or participating in the process of developing HR strategy.
• Let’s explore the core competencies and skills you need to be a successful HR Business Partner.
• HRBPs need to ensure all HR professionals receive training in change management.
• It enables you to serve the organization’s employees and customers and boost leadership development and financial performance.

When planning your HR career path, it’s important to understand the various possible roles and progression and what is required to get there. Armed with this knowledge, HR professionals can focus on building foundational competencies and skills, making them T-shaped individuals, thus broadening their opportunities for future career progression. Equinix is the world’s digital infrastructure company®, operating over 260 data centers across the globe.