The Senior Manager, HR Business Partner (HRBP) oversees key initiatives and day-to-day operations of key Human Resource processes, programs, and strategies through coaching and supporting HR Business Partners on Talent Management Strategic Workforce Planning Strategic Staffing and Recruiting Employee Relations & Engagement Organizational Development and Change Management Compensation Administration Drives HRBP team excellence for HR processes and transactions and provides feedback to COE departments to identify, evaluate, and improve HR programs. Supervises nonexempt through journey-level exempt Nissan employees or contractors. Directly interacts with management and executives on the more sensitive and complex initiatives and incidences. The following job function statements describe the general nature and level of work being performed. They are not to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. The job function statements reflect expectations of the fully trained, proficient incumbent who meets all performance criteria. 1. Supervises and provides leadership, coaching, guidance, training and staff development; interviews and selects unit employees; plans and evaluates employee performance; recommends merit increases, transfers and promotions; counsels and disciplines employees as necessary; recommends termination when appropriate; and monitors time and attendance of subordinates. 2. Leads sharing of best practice survey actions and results between HRBPs and supported business units. Implements HR strategies in close collaboration with HR Centers of Excellence (COE). Facilitates effective communication between COE and functional groups to provide visibility to upcoming HR initiatives and employee issues. Coordinates assignments from HR COEs across the business function which includes cascading communications, meeting facilitation and follow-up to ensure completion of activities. 3. Coaches managers on policy application and interpretation. Ensures functional groups motivate and drive employees to assure an engaged workforce. Ensures functional leaders motivate and implement employee engagement initiatives across their workforce. 4. Participates in client business planning processes. Maintains required headcount. Analyzes data and makes recommendations to the management team for attrition countermeasures and continuous improvement. Provides Challenge reasons and ensures solutions align to mid-long term business plan. 5. Supports recruitment efforts by ensuring proper requisition processing by HRBPs, assisting TA with identification of lead resources and candidates, providing meaningful job descriptions with compliant minimum qualifications for postings and by influencing candidate selection to choose the most qualified and best suited candidate for position. Seeks alternative solutions for hard to fill or unable to fill positions and proposes best alternatives. 6. Engage functional client groups to align existing Nissan talent with critical or key roles to meet functional and corporate objectives. Maintains understanding and documentation of client functions and job roles. Participates in reorganizations and job redesign. Oversee job description creation and maintenance to ensure high quality, well written descriptions for recruiting, grading and performance evaluations. 7. Identifies key duties and relative complexity and ensures that HRBPs engages Compensation for assistance with proper job grading. Ensures adequate documentation of significant organizational changes and resulting job descriptions changes and ensures consultation with Compensation on needed grading and pay adjustments. 8. Works with Compensation on unusual solutions such as sign-on and retention. Drives compensation equity by guiding management in performance calibration and advising Directors and Vice Presidents regarding reallocations of merit dollars. Supports and empowers HRBPs through all investigations to final resolution. Approves corrective action recommendations and proactively works with the involved groups to resolve employee issues. Minimum Qualifications The following qualification statements reflect the minimum skills and abilities required of the qualified applicant. Required Education and Experience Bachelors degree in business or related field. Ten or more years of directly related professional level Human Resources experience or Functional experience. Functional experience a plus. Strong Experience in all facets of HR. Five or more years in a work supervisor or leader role of other employees. This includes employee coaching, assigning work, checking the timeliness and quality of work, and training new employees. May have provided input into performance reviews. Demonstrated experience with recruiting, employee relations, and sound knowledge of employment law. Exposure to Talent Management and Compensation concepts. Competencies 1. Advanced Knowledge of business acumen and strategic planning processes to provide value added recommendations for organization planning to function leadership. 2. Extensive knowledge of employment laws and related legal requirements. 3. Excellent communication (written and oral) and interpersonal skills. 4. Self-motivated and ability to work with within a fast paced environment with strict deadlines. 5. Ability to manage and balance multiple demands and priorities to achieve optimal results. 6. Ability to manage projects and daily functions with discretion and minimal supervision.-position requires strong attention to detail and organizational skills. 7. Extensive knowledge of HR laws and other legal requirements. 8. Ability to maintain a positive outlook, stays motivated, and encourages/inspires motivation to team and clients, able to generate innovative and creative solutions and alternatives even under resource constraints, demonstrates perseverance in achieving objectives despite obstacles.