Senior Human Resource Business Partner

Function as a Sr. HR Business Partner (SHRBP) and deliver global talent strategies through collaboration and partnerships with business and Human Resources leaders. Drives strategic and tactical Human Resource (HR) initiatives that address business challenges and increase organizational capability. Have emphasis on specific client organization to assist in the alignment of HR objectives with strategic organizational goals. Consults with the client organization in various areas such as organizational effectiveness, performance consulting, diversity management, change management, leadership development and other key organizational priorities. Leads company-wide HR strategic initiatives by understanding the business strategy and developing relevant solution to meet business needs.
  • Assists leaders in building a high-performing organization while providing advice to influence the organizational effectiveness of specific client groups.  Ensures continuity of services to support the Human Resource Business Partner (HRBP) function through a thorough understanding the business strategy and developing relevant solution to meet business needs.
  • Creates the culture that enables the business to be successful. Designs and drives an employee engagement strategy to enable Panasonic's drive to be the best place to work. Establishes and maintains relationships of trust that fosters communication and collaboration. Collaborates with key stakeholders to create career development plans and pathways for support growth for individuals and the business.
  • Analyzes qualitative and quantitative data to solve problems and drive continuous improvement of talent priorities. Builds on HR's ability to advocate for the use of external data and trends and provides relevant insight back into the business. Creates relevant solutions to ensure that business objectives and results are adding value and providing a competitive advantage.
  • Maintains the necessary level of business and financial understanding to anticipate and respond to changing business needs. Influences lasting change, while campaigning in assigned businesses by serving as a change advocate on companywide strategies and initiatives.
  • Provides insight and assistance to the compensation department to manage compensation programs for both new hires and existing employee's.  Ensures salary recommendations are in accordance with internal polices and facilitates HR programs to ensure internal and external pay equity within comparative groups. Works with client groups to compose, edit and maintain job descriptions and career path models.
  • Consults with leadership to identify and resolve human capital concerns that impact organizational effectiveness the diagnostic tools and OD methodologies such as team development, organizational structure and change management that drives result oriented outcomes and business goals.  Provides coaching and council necessary to ensure the success full execution of company strategy.
  • Partners with leaders to design and reviews KPIs and workforce planning data to ensure HR programs have a positive impact on organizational effectiveness and engagement.  Provides senior leadership and executives with new and innovative approaches to talent management, and resource planning through impactful HR programs, policies, and procedures to ensure continuous improvement and relevance to the business.
Performance Management and Succession Planning
  • Proactively challenges the established organizational effectiveness and structure of specific client groups to drive exceptional performance. Provides expertise as an HR architect to enable the business to be successful by creating adaptable HR solutions that are scalable and possess features that are sustainable in a future organization that delivers organizational effectiveness through the structure, process, value stream, reward and recognition and management mechanisms.
  • Collaborates and provides guidance to senior leaders and key stakeholders to develop and prioritize solutions designed to achieve business priorities through systems that impact employee engagement such as diversity and inclusion, rewards and recognition, and organizational effectiveness Provides insight and analysis on employee engagement strategies to enable the organization to be the best place to work by establishing and maintaining relationships of trust that fosters communication throughout the organization. 
  • Partners with leadership to execute on talent management, workforce planning, change management, performance management, succession planning and other Human Resource (HR) initiatives.
Employee Relations
  • Provides guidance and assistance to the Human Resource Business Partner (HRBP) as needed to ensure policies and procedures are followed. Including and not limited to local and enterprise-wide initiatives such as EEOC, AAP, FMLA, ISO, ISM, FLSA, ADA, and Title VII compliance.  Understands the impact associated to ensure proper steps are taken to minimalize risk and ensure compliance accordingly.
  • Quickly and responsibly resolves employee relations issues which may involve preparing, reviewing and approving Performance Improvement Plans (PIP), conducts employee meetings and internal & external investigations.
  • Ensures timely preparation of employee separation notices and related documentation, conducts exit interviews to determine reason behind separations are followed.  Assures compliance with federal and state regulations regarding employment are adhered to at all times.  Works with HR Leadership team and/or legal to develop corrective action plans when processes and/or policies are out of compliance or not adhered to.
Training & Development
  • Promotes and focuses on the culture and environment that is productive, open and empowering and coaches others to exhibit behaviors that are in line with the organizations guiding principles and values. Develops and sets career goals by developing plans and pathways for support growth for individuals and the business.
  • Provides coaching on various topics such as communications, performance management, employee relations, career growth, new management orientation and team performance.  Provides recommendations and input on decisions that involve unsatisfactory performance and/or policy violations. 
  • Consults, influences, and partners with leaders to execute on of the business plan through the creation and implementation of people strategies that attract, develop and retain employees. 
Talent Acquisition
  • Assist with the design and development process of sourcing strategies to ensure that the right people are in the right place at the right time.  Build out team capability to ensure long-term success and adaptability that have a position effect on building positive morale.
  • Collaborates with talent acquisition to design and drive a staffing model to support the nature and complexity of the business.  Monitor headcount and position counts to ensure that proper staffing of positions are aligned to forecast.
  • Identifies and determines priorities and communicates those to the talent acquisition.  Partners with talent acquisition to ensure proper sourcing strategies are employed to ensure a strong applicant pool.  
  • Partners with hiring managers and talent acquisition to ensure proper candidate screening, interviews, selection and offers are handled correctly and efficiently.  Provides training and coaching on candidates sourcing and selection. 
General PASA Compliance Responsibilities
  • May be responsible for ISM management as part of leading and providing direction to contract staff members, their work and workplace.
  • Responsible for the management of information security as part of the normal management of the business. 
  • Interprets, enforces and complies with Company policies, procedures, and regulations.
Other Duties
  • Prepares reports, charts, graphs, and other statistical information in presentations or upon request to represent team effectiveness and engagement.   Other duties relevant to the position may be assigned.

  • Bachelor's degree in Human Resources Management, Business Administration, Marketing, Organizational Development or a related field and a minimum of five (5) years experience in human resources or seven (7) years experience in with a mid-size and/or large global company or the equivalent combination of experience, education and/or training.
  • Three (3) years successful human resources experience at a senior level is required.
  • Three (3) years successful human resources experience in Training and Development.
  • SHRM-CP/SHRM-SCP certification preferred.
  • Experience coaching and counseling managers and employees on employment related matters.
  • Must have working knowledge of state and federal laws/regulations to include but not limited to EEOC, AAP, FMLA, ISO, ISM, FLSA, ADA, and Title VII.
  • Experience leading and conducting internal training for employees.
  • Experience with the recruitment process to include interviewing, coaching managers and utilizing effective and legally compliant assessment tools to drive the selection process, I9's, and Visa rules and regulations.
  • Working knowledge and experience in developing HR strategies for client groups.
  • Experience handling and addressing employee relations issues. 
  • Functional knowledge and use of HRIS and applicant tracking systems (Workday or any similar HRIS system) required. 
  • Proficiency with MS Word, Excel, PowerPoint, Outlook and Windows based databases.
  • HR Programs, Policies, And Procedures
  • Reports, Charts, Graphs
  • MS Word, Excel, Powerpoint
  • Great Benefits + Company-matched 401K retirement savings
  • Annual Bonus Program
  • Educational Assistance and Reimbursement Program
  • Relaxed dress code
  • Onsite Recreation Center & Café
  • Telecommuter and Work Mobility Program
  • PASATalks
  • Onsite Happy Hours!
At Panasonic, our technology and engineering expertise delivers innovation across diverse industries. It's all about the consumer experience and making sure that we find ways to enhance that experience, either through audio enhancements or through safety enhancements inside the vehicle.
Panasonic Automotive Systems Company of America (PASA) is an industry-leading global supplier to Automotive Original Equipment Manufacturers (OEM's) for infotainment systems and advanced connected car solutions. Our clients include Ford, GM, Chrysler, Daimler, Fiat, Tesla, Honda, Toyota, Nissan and many others. In serving our customers, we don't just strive to put tomorrow's technology on the road – we pride ourselves on recruiting the brightest and best to do it.

Panasonic is an Equal Opportunity/Affirmative Action employer, and all qualified applicants will receive consideration for employment without regard to: race, color, religion, sex, sexual orientation, gender identity, national origin, age, genetic information, disability status, protected veteran status, or any other characteristic protected by law.  All qualified individuals are required to perform the essential functions of the job with or without reasonable accommodation.

Pre-employment drug testing is required. Due to the high volume of responses, we will only be able to respond to candidates of interest. All candidates must have valid authorization to work in the U.S. Thank you for your interest in Panasonic Automotive Systems of America.

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