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Human Resources Business Partner Job

Micron

Date: Apr 10, 2014

Location: San Jose, CA, US

Req ID: 5182

Job Description:

As a Strategic HR Business Partner at Micron Technology, Inc., you will be responsible for participating with senior leaders to develop and execute people strategies that support the organization’s business strategies and objectives. As a strategic partner and change agent, you will enable leadership potential and alignment opportunities by optimizing organizational design, providing line of sight into business and customer needs, and providing coaching and multiple perspectives. In this role, you will work with all levels of senior leadership, HR, and Finance on workforce planning, modeling, and analytics in order to drive headcount strategies and optimize the labor cost envelope. You will participate and lead in workforce activities related to mergers, acquisitions, divestitures, outsourcing, or restructuring. You will consult and promote company talent and performance management programs, processes, and systems to enable organizations to acquire, reward and retain, develop, or redeploy high performing team members. As an advocate of HR strategies and solutions into the business, you will be expected to champion initiatives that support Micron culture, behaviors, and engagement goals and provide comprehensive communication and change management

Responsibilities and Tasks

Partner with Senior Leadership to Develop Leadership and Organizational Strategies, Methods, and Processes.

· Assist to develop strategies that enable leadership potential and attain organizational objectives

· Design and facilitate executive sessions to align senior leadership teams (offsites, strategy sessions, talent conversations, etc.)

· Conduct new leader (executive) onboarding

· Identify and enable alignment opportunities across functions or organizations

· Support and optimize organizational design, structure, and work breakouts

· Create line of sight between the people strategy and business and customer needs

· Develop change communication plans, messaging, and presentation to enable alignment, engagement, and contribution

· Provide coaching, influence, and multiple perspectives to prepare leaders for crucial or difficult conversations

Partner with Senior Leadership to Plan for Workforce Needs

· Drive headcount strategies and financial management of labor costs

· Support and develop headcount planning processes and workforce modeling

· Assist to develop and define labor productivity initiatives and workforce optimization activities

· Assist to analyze needs to achieve current and future business objectives

· Monitor and analyze benchmark people metrics to determine workforce size, capabilities, levels, and locations

· Present HR metrics dashboard and help leadership determine organizational response

· Identify talent and capability gaps and solutions

· Define and align retention strategies, methods, and processes to identify and retain key talent

· Support and lead people related activities for mergers, acquisitions, divestitures, and outsourcing activities including severance and retention decisions, organizational structure and communication, and orienting merged leadership teams

- Work with Leadership and Finance to define and enable restructuring activities

Partner with Senior Leadership to Develop and Align Talent to Meet Business Needs

· Promote talent and performance management methods and processes to meet company and organization strategic and operational objectives

· Provide business input to develop HR strategies and set up infrastructure to enable corporate activities

· Facilitate leadership alignment of goal direction and guidelines

· Enable organizational rewards and recognition strategy and programs

· Provide proactive support to set up new locations

· Support organizations to recruit, retain, redeploy, and develop the highest performing team members

· Support processes to acquire key talent including executive and senior leader searches

· Promote succession planning and the talent pipeline

· Prepare leaders to align to performance management programs and activities

· Support leaders to identify development opportunities for key contributors and high potential talent including job rotations and assignments, as well as define plans for low performers

· Influence and enable cross-functional talent alignment

· Act as an internal consultant for employee relations strategies

Connect HR and Business Needs to Enable Globally Aligned Programs, Systems and Processes

· Act as an advocate of HR strategies and solutions into the business

· Recommend and globally align people programs, systems, and processes that meet business needs while enabling collaboration and informed decision-making across organizations

· Act as a feedback channel to improve HR systems and processes

Partner with Senior Leadership to Build an Environment that Fosters Workforce Engagement

· Champion Micron culture and behaviors and facilitate leadership alignment on how these are exemplified within the organization

· Drive senior leadership alignment and accountability to a global survey action plan with measurable metrics

· Drive and support the development of a People Plan

· Help establish a culture of appreciation and promote awareness of the impact of recognition

· Enable organizational communication plans

Partner with Senior Leadership to Drive Organizational Strategies and Change though Disciplined Processes and Methods

· Champion Micron culture and behaviors and facilitate leadership alignment on how these are exemplified within the organization

· Drive senior leadership alignment and accountability to a global survey action plan with measurable metrics

· Drive and support the development of a People Plan

· Help establish a culture of appreciation and promote awareness of the impact of recognition

· Enable organizational communication plans

Partner with Senior Leadership to Drive Organizational Strategies and Change though Disciplined Processes and Methods

· Enable significant change management and comprehensive communication through structured design, planning, and execution

· Define and support HR metrics to ensure change management progress is measured

· Support change management for programs deployed by HR counterparts and enable leaders to manage changes with their teams

· Enable change management to support mergers, acquisitions, divestitures, or outsourcing activities

· Provide feedback channels and support leaders to realign plans or actions based on impact and reactions

Education

Required

Bachelors Degree or equivalent experience

· Human Relations

· Human Resource Management

· Related field of study

Desired

Masters Degree

· Human Resource Management

Experience

Required

6 years experience in any of the following:

· Business Partnering

· Consulting

· Human Resources/Employee Relations

· Related Field

Desired

8 years experience in any of the following:

· Business Partnering

· Consulting

· Human Resources/Employee Relations

· Related Field

Keywords: San Jose || California (US-CA) || United States (US) || ESG || Experienced || Regular || Human Resources || *LI-RS1 ||


Nearest Major Market: San Jose
Nearest Secondary Market: Palo Alto
Job Segments: Consulting, HR, Change Management, Performance Management, M&A, Technology, Human Resources, Management