Wundmanager providing professional care for chronic and difficult - to - heal wounds in a specialized home care setting. Joining a dynamic team with a focus on improving patient quality of life.
About the role
- Sr Manager, Business Partner at CDW contributing to HR strategies and coaching business leaders on talent management. Collaborating across departments to implement organizational change initiatives.
Responsibilities
- Proactively engage with business leaders at the executive leadership to provide guidance and solutions based on experiential expertise and industry research.
- Proactively provide support and resources to new senior leaders, connecting regularly to offer key perspectives, guidance, and connections.
- Influence, navigate, lead, participate in, or support organizational change initiatives, ensuring smooth transitions and adoption of new strategies.
- Provide coaching and guidance to BP direct reports, peers, and/or mentees where applicable, fostering professional growth and development.
- Share best practices with the larger Business Partner (BP) team to enhance collective knowledge and strategy.
- Lead and oversee the development of organizational strategies, helping to execute and drive change adoption across the company.
- Anticipate coworker risk assessments, and lead or support the creation and execution of communication strategies to mitigate risks.
- Identify and prioritize the pipeline of project work, influencing stakeholders on timelines, outcomes, and the successful delivery of projects.
- Act as a workstream lead on enterprise projects, communicating risks and progress to project sponsors, and supporting necessary roadshows and materials preparation.
- Lead pre-work activities for organizational integrations, including talent assessment and organizational synergies, ensuring consistency in decision-making and communication.
- Lead and partner in organizational design conversations, leveraging experience to drive key decisions and oversee execution from a people management perspective.
- Identify and evaluate needs with business unit/functional leaders, providing input and guidance on job creation, talent management strategies, and succession planning.
- Guide teams on collaborating with appropriate resources/stakeholders, and lead or facilitate talent management strategies at the business unit and function level.
- Care for and model successful working relationships with Centers of Excellence (COE), acting as a partner to support successful execution of COE requests.
- Partner with COEs to enable leaders and coworkers with proper resources and contacts to complete successful programs, such as PMP, TRP, and Engagement Surveys.
Requirements
- Bachelor’s degree and 7 years’ experience in HR with increasing levels of scope and complexity OR Master’s degree and 5 years’ experience in HR with increasing levels of scope and complexity OR 11 years’ experience in HR with increasing levels of scope and complexity without a degree
- 3 years experience in leadership
- Excellent verbal and written communication skills with the ability to communicate effectively and in a constructive, professional manner with stakeholders at all levels
- Proven track record of strong interpersonal skills and good judgment to manage sensitive and confidential matters
- Exceptional navigation through conflict resolution and problem-solving skills
- Exceptional business acumen, including thorough understanding of business dependencies and cross functional collaboration
- Project management skills
- Demonstrated ability to balance competing priorities/projects with the ability to adapt to the changing needs of the business while meeting deadlines and providing high quality work and service level
- Strong leadership skills with the ability to lead/influence a successful team or project
- Research and analyze information to make advanced employee relations decisions and recommendations
- Proficient in Microsoft Office applications
Benefits
- Annual bonus target of 15% subject to terms and conditions of plan
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