This job has expired and you can't apply for it anymore. Start a new search.

Strategic Human Resources Business Advisor - Functions

Business Overview

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.

Purpose of the Job

The Strategic Human Resources Business Advisor (Functions) position provides strategic HR leadership and guidance to assigned RBUs. 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 holds operational responsibility for the SHRBA resources assigned to those businesses within North America. The position is a member of the North American Human Resources Operations Group (NTH/O) and participates in the NTH HR Leadership Team. The SHRBA, also acts as the principal advisor and strategic partner to the RBU/Function leaders and other senior executives on all business, HR and employment related matters.
This position will provide strategic partnering support to the functional groups: HR, Finance, Controlling, Tax, Real Estate, Insurance, Audit, IT, Supply Chain, Customer Care, EH&S, legal, Communications and acts as Chief of Staff to the VP of NTH/O.
This role reports to the VP NTH Operations and has leadership responsibility for three, Strategic Human Resource Business Advisors (SHRBAs).

Principal Responsibilities

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 BASF’s Strategy 2025.
  • 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.

Knowledge and Experience

A qualified SHRBA shall possess: A minimum of 10 years progressively responsible experience in the business of HR; a Bachelors degree, and demonstrated ability to influence for impact.
A SHRBA role which includes the responsibility for leading others will also require prior team leadership experience.

Capabilities Required:
  • Business Acumen
  • Negotiation/ Demonstrated Consulting skills
  • Exceptional oral, written and communication skills
  • Advanced Analytical skills and mindsets
  • Leadership capabilities
  • Change management approaches and practices
  • Ability to work and collaborate across all key stakeholders
  • Leverage existing tools for client needs
  • Ability to navigate complex and often ambiguous situations, providing leadership for colleagues and clients
  • Ability to navigate a highly matrixed.
  • Project management
Leadership Expectations: As a leader at BASF, you will play a key role in creating value for the company through people. Our top candidate will be expected to enable greater personal success among our employees through quality people development, coaching, and performance management. Leaders at BASF are role models to help employees develop the competencies needed to implement BASF's strategy. Our expectation is that leaders will coach and develop team members to reach their full potential, and support relevant development assignments, opportunities and moves while motivating and challenging employees to drive high performance. Our leaders must be committed to "hiring the best" internally and externally at the same time they are creating an inclusive environment which embraces and derives value from diversity. Finally, a leader at BASF must establish and support our safety culture in which all accidents are preventable.

We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity or expression, national origin, disability status, protected veteran status, genetic information, or any other characteristic protected by law.

BASF recognizes institutions of higher education accredited by the Council for Higher Education Accreditation or equivalent.