• HR Business Partner

    Location US-IL-Northbrook
    Job ID
    2018-11568
    # of Openings
    2
    Job Category
    Human Resources
  • Overview

    Contribute to a Safer, More Secure, and More Sustainable World. At UL, we know why we come to work. Thousands of us around the world wake up every day with one common purpose – to make the world a safer, more secure, and more sustainable place to live. We clear the way for our customers to introduce the latest products, technological advances, and systems in an increasingly complex world so they can provide peace of mind to the market. Our integrity is woven throughout our company and shapes the way we approach and deliver our solutions. We are proud that the work we do every day has a meaningful contribution to society. We continue to build upon our legacy of trusted expertise and partnership to keep our communities safe and secure as we march forward into the future. This helps us to sleep better at night, and we are confident that the millions of people we touch rest easier too.

    As UL continues its strong profitable growth journey, we continue to evolve the business, providing additional opportunities.  As a result, we are looking for two Global HR Business Partners, one who will act as the primary global HR contact for the Field Engineering organization and another who will act as the primary global HR contact for one or more of the business divisional within our Retail & Industry (R&I) Business Unit.  These strategic, and hands-on roles are supporting the Divisional VP&GMs and their global leadership teams.

    • Field Engineeringpartners with our customers by maintaining an ongoing business relationship with manufacturers using the UL Mark. Global Field Engineering conducts Factory Audits, Field Evaluations, Field Inspections, Lightning Protection Certifications, Building Products Code Compliance and blind sampling of certified products chosen from the open market to assess continued compliance with UL requirements. By utilizing safety science engineering, Field Engineering adds real value to our customers' brands.
    • The Retail & Industry BU helps clients understand and succeed in their unique business ecosystems by providing insights and curated data and helping them manage and mitigate their enterprise risk, so they can align their safety, security, and sustainability programs around industry best practices and deliver safer and better products and services to the world.

    Under guidance of the VP HR – Retail & Industry, as well as partnering with the other R&I HR Business Partners, the successfully candidate will be required to deeply understand their assigned business area(s) as well as have a good understanding of the full Retail & Industry BU.  S/he will proactively consult and advise business leadership on HR related matters within the assigned area(s).  He/she will also advise on the needs, development and deployment of Talent and develop strategies, plans and actions to support Business goals and their related Talent needs.  S/he will support the development and management of effective systems, tools and processes for professional talent development and succession planning, workforce planning, on boarding, assessment and recruitment initiatives to build and grow a talent pipeline of future leaders and key contributors across the organizations.  S/he will establish and formulate partnerships across the HR function (regionally, functionally, and with our Shared Services/HR Operations and Center of Excellence teams) to deliver seamless, value-added service to leadership and employees that reflect the business objectives of the organization.

    The preferred location of these roles is in Northbrook, IL (northern suburbs of Chicago) and the positions report to the VP Human Resources – Retail & Industrial as well as to the applicable Business Division VP&GM(s).  There are no direct reports and therefore having a strong collaborative approach and ability to successfully work in a highly matrixed organization is key.

    The successful candidate is a critical thinker who is proactive, can take a strategic perspective while also being hands-on and highly solution-oriented with the business challenges at hand and the resulting people implications.  The successful candidate is also energetic, highly personable, sharp/intellectually curious, and is a high potential individual with the ability to continue to further grow their business acumen and become a stronger business partner and HR professional.  S/he must have a solid track record in effectively supporting business needs and consistently delivering results and solutions, preferably in a global capacity.  S/he must be numerate, can deal well with ambiguity and adapt to ever changing situations, and be adept at influencing leaders, driving cultural change and be someone who thrives in a fast-paced environment.

    Responsibilities

    Proactively advises Business Division Leadership on Talent and other HR implications of business strategies, goals, and initiatives.  With support and guidance, provides counsel and support to the Division for special projects and initiatives as determined by the business leaders, as well as HR programs, procedures and initiatives. 

    Working closely with the other BU HR Business Partners the Corporate HR subject matter teams and Regional HR teams, oversees key HR processes for the assigned business area(s), and drives their execution, including active involvement in the recruitment/staffing of key senior level business unit talent, performance management, salary planning, the application of UL’s Critical Behaviors for Success, leadership and management development, career and succession planning, assessment strategies and approaches, turnover analysis/retention statistics, monitoring and managing the contingent workforce, etc. 

    Supports Business area(s) needs within established HR policy/regulation framework, both internally and externally.

    Working with local/regional HR talent, finance, M&A, etc., leads Business Unit mergers & acquisitions due diligence and integration of acquisitions for assigned business area(s).

    Analyzes current trends (e.g. quarterly turnover, labor force availabilities, etc.) to determine appropriate actions needed that will support the business.

    Working with the Talent Acquisition team, helps develops and execute sourcing/recruiting strategies in support of Business area(s) needs, provides leadership for recruiting and retention of talent, including attracting and retaining top talent to achieve our Goals and Mission and avoiding extended openings in critical positions.   

    Keeps abreast of current trends in Human Resources/Talent Management and uses these learnings to help us continue “thinking differently” first and “traditionally” second.

    Develops and maintains collaborative local and global relationships to successfully complete team projects and meet business needs.  Actively shares learnings/challenges/best practices with other HR business partners for development of the team and for coordination at global, regional, and local levels.

    Qualifications

    • University Degree (Equivalent to U.S. Bachelor’s degree) in Human Resources Administration, Training, Organizational Development, or related field.  An advanced degree is preferred as is a professional HR certification.
    • Generally 8+ years HR experience, Organizational Development, or related Human Resource Service function (Staffing, Sourcing, Performance Management, Succession Planning, Leadership and Management Development).
    • Previous global human resources experience, in a larger company with matrix management, highly desirable.
    • Intermediate to high level Excel and PowerPoint skills is highly beneficial to be successful
    • Requires the ability to be highly collaborative and work with both regional and global teams both within and outside of the HR function.
    • Strong interpersonal and communication skills are key to success, including strong listening, negotiation, persuasion and facilitation skills with all levels of leadership and employees.
    • Strong results orientation, adaptability/flexibility, and willingness to express opinions and challenge status quo, in a respectful manner, and in the attempt to find win/win solutions.
    • Strong business skills and ability to think critically and strategically – analyze, synthesize and evaluate information to help the business grow and succeed.
    • Strong organization skills and the ability to consistently successfully deliver results.
    • Comprehensive knowledge of labor law (global knowledge preferred) as well as market knowledge in respect to recruitment, compensation, etc.
    • Solid knowledge of practices including assessment, workforce planning, ongoing performance management and feedback principles and approaches, organization development/design and training and development including supervisory and management development.
    • Ability to understand and adapt to different cultures is key
    • Fluent English language skills

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