This role holds the responsibility and accountability to plan, organize, develop and manage the strategic development and implementation of the Human Resources processes required to support and sustain the Regional Process and Chemical Catalysts business (G-CCP), Global Refining Catalysts (CCR) and the Global Technology organization (CCT). The SHRBA has overall responsibility and accountability to provide strategic business support through the development, implementation and management of progressive HR programs and processes. This position serves as a member of the global senior leadership teams it supports. This position partners with appropriate business unit executives to develop strategic options and provides leadership to manage commensurate human resource strategies in support to the business plans.
Purpose of the Job
The SHRBA position provides strategic HR leadership and guidance to assigned GBUs. As an integral member of the leadership teams, the incumbent develops and integrates short and long term strategic human resources initiatives to support the business needs. In addition, this position is responsible coordination of the global HR delivery. The position is a member of the North American Human Resources Operations Group (NTH/O). The SHRBA, also acts as the principal advisor and strategic partner to the CC leaders and other senior executives on all business, HR and employment related matters. The SHRBA champions BASF’s employer value proposition and its principles, by connecting people and knowledge, putting learning first, engaging people to drive a high performance culture, and caring about our employees.The Strategic HR Business Advisor (SHRBA) orchestrates corporate and unit level human capital strategy through partnering with the senior unit leader and his/her leadership team in the areas of Talent, Leadership, Organization and Culture. The SHRBA is a business person—putting customers first and enabling a winning together environment.The SHRBA champions BASF’s employer value proposition and its principles, by connecting people and knowledge, putting learning first, engaging people to drive a high performance culture, and caring about our employees.This position will provide strategic partnering support to CCT and CCP Leadership team.
An SHRBA shall be proficient in the following:
• Workforce Management – through strategic workforce planning, provide data driven insights for decision making, weigh the implications of trends and recommend revision or creation of new strategies; grow leader and manager capabilities; define selection criteria for key positions; achieve effective organizational models, talent planning and improved engagement
• Talent Stewardship – develop regional talent strategy for the unit; know talent within their organization and that of their competitors, including where to find it. Full ownership of retention of critical talent in the unit. Closely involved in delegation planning—outbound and return—for the unit.
• Diversity Champion – build successful, diverse, and inclusive teams. Emphasize leader accountability. Emphasize that applicant pools are diverse and include internal talent from across units and talent from the external market. Metrics are regularly analyzed and unit-relevant actions are proposed.
• Executive Coaching – coach unit leader(s) and their leadership team members in order to connect business strategy to people strategy, build capability, and for higher performance. Thought and influence leadership. Reinforce leader accountability in the areas of Talent, Leadership, Organization and Culture.
• Lead and Manage Others where applicable- develop, motivate, coach and challenge for higher performance. Mentor early in career HR talent. Model and enable development of competencies required to implement CC Division and BASF We Create Chemistry Strategy.
• Strategic Contracting - drive and own business performance and outcomes; understand and use business strategy to set direction; translate business strategy into human capital initiatives and organization design; advise on organization development; harmonize delivery through partnering with solution delivery teams and CoEs. Planning, process and program management. Measure HR contribution to business performance.
• Consulting – read situation, diagnose for improvement, identify interventions, support for decision making. Systems thinking-end to end. Comfort with ambiguity. Create and leverage internal and external networks.
• Navigating Paradox – balancing organizational needs through the many embedded tensions in an organization: short-term versus long-term focus, centralized versus decentralized operations, internal versus external focus. Provide input into the development of CoE programs and other critical talent solutions.
• Credible Activism – put customers first, study the industry and business DNA; analysis and insights about people and organizational effectiveness to support business decision-making; leader of organizational change; OneHR mindset; global-minded.