HR Business Partner

Are you ready to step into a business partner role where your talent expertise and insight drive meaningful change? At Fluke Health Solutions, where continuous improvement is our mantra, we're seeking a seasoned Human Resources Business Partner (HRBP) with a proven track record of success. With your specialized depth and breadth of HR knowledge, honed over years of hands-on experience, you'll excel in interpreting complex business issues through a people and culture lens, offering invaluable recommendations to address organizational challenges. Your autonomy and confidence in decision-making will shine as you tackle intricate HR problems, identifying innovative solutions that propel both organizational success and employee satisfaction. As a natural leader, you'll have the opportunity to guide people leaders and cross-functional teams and spearhead projects within the people/culture/HR domain, leveraging your extensive experience and expertise to drive talent, culture and organizational objectives forward. If you're prepared to make a significant impact in a dynamic environment, we invite you to elevate your career with us at Fluke Health Solutions. This role will be based Remote and will partner with VP/General Manager and Corporate functions.  The role reports to the VP HR.  Join us in shaping the future of our company. 

RESPONSIBILITIES: 

Serves as a Business Partner for people leaders of the Operating Company

• Employee Engagement: Possesses a strong 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.
• Inclusion, Diversity, and Equity (IDE): Shows a strong understanding of IDE principles and practices, including creating inclusive environments, promoting diversity, and advancing equity across all HR processes and policies. Participates in problem solving efforts to understand root cause and partners with business leaders and COE to deploy tools and approaches to driving an inclusive growth culture. 
• 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. Coaches leaders through organizational talent assessment. Capable of analyzing workforce data to inform manger and business decision-making and optimize resource allocation.
• Builds Manager Capability in Talent Management: Possesses demonstrated strength in  equipping 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. 

QUALIFICATIONS:

Basic Qualifications:

• Minimum 8 years of experience in Human Resources or Talent Management function or other relevant experience 
• Interprets internal/external business challenges and recommends best practices to improve products, processes or services
• Leads others to solve complex people and organization problems; uses sophisticated analytical thought to exercise judgement and identify innovative solutions 
• Demonstrated impact across a range of clients, business operations and leading cross-functional projects, managing moderate risk, resources and complexity; has delivered results, letting broad guidelines and policies as a guide but using critical thinking skills to make decisions.
• Trusted resource to people leader and HR colleagues and works well across the organization with cross-functional colleagues to deliver solutions.
• Communicates difficult concepts and negotiates with leaders to adopt a different point of view
• Leverages data to make decisions.
• Takes a hands-on approach with high attention to detail.

Preferred Qualifications:

• 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 15-25%
• Proficient in Oracle HCM systems