Job Description Summary

Job Description

Key responsibilities

Talent & Workforce Strategy

• Develop talent strategies in partnership with the Global HRBP for Supply Chain as well as the talent team
• Partner with Manufacturing Leaders to shape workforce plans that align with long-term business goals.
• Use talent insights and data to guide build, buy, borrow resources
• Identify future skill needs and advise on how to develop or acquire those capabilities.
• Collaborate with Talent CoEs to grow the leadership pipeline and ensure succession readiness.
   

Organizational Effectiveness

• Lead organization design discussions to ensure structure supports business goals.
• Drive change initiatives such as reorganizations, integrations, or transformation efforts.
• Partner with leaders to improve how teams work (i.e., culture, ways of working, and decision-making).
• Collaborate across regions to scale solutions that improve effectiveness across the enterprise.
   

Trusted advisor to Business Leaders

• Advise business leaders on key HR initiatives including leadership development and capability building.
• Provide business leaders with guidance on performance, potential, and succession planning.
• Coach business leaders on organizational transitions and outcomes on complex cases.
• Provide strategic HR insights and feedback to drive business leader decisions.
   

HR Strategy Alignment

• Align functional goals with GE Vernova HR strategies and programs.
• Partner with HR People Partners to ensure HR support is consistent and effective across teams.
• Work closely with CoEs and People Operations to implement solutions (e.g., recruiting, retention, compensation).
• Ensure business leaders understand and apply enterprise policies, including local labor and compliance considerations

Employee Engagement

• Employee Engagement is People leader lead. The HR Business Partner will support the employee engagement strategy aligned with business objectives by coaching and partnering  with senior leaders and foster a culture of engagement.

Minimum Qualifications:

• Bachelor’s Degree from an accredited college or university, or equivalent knowledge or experience
• Major experience in human resources positions staff and/or client based in the Manufacturing function
• Demonstrated ability to make independent decisions, evaluate people, manage conflicting priorities in a fast-paced environment and effectively interface at all organizational levels
• Prior multi-country People management experience

Desired Characteristics:

• Excellent problem-solving skills; ability to make independent decisions, manage conflicting priorities in a fast-paced environment
• Master’s Degree in Business Administration or Human Resources, or equivalent knowledge or experience
• An impact player with proven ability to drive change in an effective and participative manner
• Resourceful, innovative, persuasive
• Experience in organizational design work and talent development efforts or emphasis on HR leadership/people strategies, coaching, employee solutions
• Experience applying lean tools to improving operations
• Experience engaging , working with and influencing C-Suite level leaders
• An inclusive style and superior interpersonal skills at all levels.  Experience working with senior leadership teams in a business and human resources
• Creative problem solver with strong analytical skills
• Outstanding written and oral communication skills across all levels
• Proven success in working in highly dynamic and matrixed organizations during times of transformation