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Lead Human Resources Business Partner, Corporate Functions REMOTE

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Date: May 13, 2022

Location: Canonsburg, PA, US, 15317 Beltsville, MD, US, 20805 Richmond, VA, US, 23232 Atlanta, GA, US, 30324 Exton, PA, US, 19341 Evanston, IL, US, 60201 Bloomington, MN, US, 55425 Houston, TX, US, 77094 Boulder, CO, US, 80301 New York, NY, US, 10001 Phoenix, AZ, US, 85004 GA Home City, GA, US, 30350 Atlanta, GA, US, 30304-9998 Blacksburg, VA, US, 24060 Raleigh, NC, US, 27606 Pittsburgh, PA, US, 15219 Canonsburg, PA, US, 15317 Champaign, IL, US, 61820 PA Home City, PA, US, 17101 Austin, TX, US, 78746

Company: Ansys

FULLY REMOTE OR FLEXIBLE WORK ARRANGEMENT 

 

Summary / Role Purpose

The Lead Human Resources Business Partner is a trusted adviser and partner to senior leadership and their teams and will engage in business strategy assessment and review and contribute to that strategy by providing strategic HR guidance which improves the quality of business decisions and drives business value.  This role supports leaders (including CEO staff members) of the Shared Services/Corporate functions including: Finance, HR, Real Estate, Facilities, Legal, IT and Corporate Development & Partnerships. This role will proactively shape the business transformation while building organizational capability, leadership strength and performance culture.

Partnering with the HR CoE’s and Country HR Managers, the Lead HR Business Partner assesses global organizational capabilities, identifies competency and talent gaps, consults on organizational design initiatives, ensures development and engagement of our employees, and drives talent assessment and succession planning. This role works closely with diverse business leaders to provide thoughtful and relevant HR solutions based on a deep understanding of the market and the business and is responsible for translating strategic business objectives into an effective people plan.

 

Key Duties and Responsibilities

  • Develop strong partnerships and builds trust and credibility with senior executives and business leaders to provide thought leadership on people-related strategies; including leadership development, culture, employee engagement, talent deployment, succession planning, coaching and mentoring
  • Leverage data to analyze and diagnose organizational problems to provide business insights.  Uses this data to provide recommendations about strategy and goals, outlines action plans, and frames data in a way that influences the adoption of action plans.
  • Advise senior leaders on the implications of short and long-term decisions, strategies, and large-scale change efforts that will yield sustainable business results
  • Engage on issues of organizational design, process, and workflows to help teams operate more effectively and reach peak efficiency
  • Foster change and transformation with business leaders and facilitates change implementation throughout the organization.  Applies understanding of internal and external business drivers to guide the leadership team through ongoing business evolution and changing ways of working. Collaborates with business leaders or HR partners to develop effective global change-management strategies
  • Drive the identification of potential successors and ensures opportunities are provided (e.g., developmental plans, growth experiences) to ready successors. Establishes talent pipeline to accommodate future talent needs.  Identifies strategies to influence the talent development plans and programs
  • Foster the partnership with Diversity, Equity, Inclusion and Belonging to develop plans for the business to drive programmatic efforts. Partners with Global Talent Acquisition to ensure alignment on the Diversity and Inclusion initiatives and strategic talent plans to reinforce leader accountability
  • Counsel and coach leaders on talent issues including performance management, high potential employee identification, and poor performer reduction
  • Facilitate line of sight initiatives to build a high performing organization aligned with a strategic leadership agenda

 

Minimum Education/Certification Requirements and Experience

  • Bachelor’s degree in human resources or related area
  • A minimum of 10 years of experience in an HR manager or business partner role
  • Knowledge of US and state specific legal requirements as well as ability to operate in a global ecosystem
  • Demonstrated ability to build executive level partnerships, communicate effectively with all levels of employees and ability to foster teamwork within and across the business unit
  • Substantial experience in organizational development, management training and employee coaching
  • Excellent oral and written communication skills to coach managers and employees
  • Experience in employee relations support to employees in multiple locations
  • Strong analytical skills
  • Strong computer skills
  • Ability to work with a management and employee population that is widely dispersed outside of the headquarters location/US

 

Preferred Qualifications and Skills

  • PHR/SPHR certification a plus
  • Relevant industry experience, particularly in engineering software, is a plus
  • Comfort with high-volume work and navigating in ambiguity
  • Self-motived with demonstrated ability to function independently and as part of a team while managing multiple projects in a fast-paced environment


Nearest Major Market: Pittsburgh