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This job was posted by https://illinoisjoblink.illinois.gov : For more information, please see: https://illinoisjoblink.illinois.gov/jobs/12020796 Let\'s be unstoppable together!

Circana is the leading advisor on the complexity of consumer behavior. Through unparalleled technology, advanced analytics, cross-industry data, and deep expertise, we provide clarity that helps almost 7,000 of the world\'s leading brands and retailers take action and unlock business growth. We understand more about the complete consumer, the complete store, and the complete wallet so our clients can go beyond the data to apply insights, ignite innovation, meet consumer demand, and outpace the competition.

At Circana, we are fueled by our passion for continuous learning and growth, we seek and share feedback freely, and we celebrate victories both big and small in an environment that is flexible and accommodating to our work and personal lives. We have a global commitment to diversity, equity, and inclusion as we believe in the undeniable strength that diversity brings to our business, employees, clients, and communities (with us you can always bring your full self to work). Join our inclusive, committed team to be a challenger, own outcomes, and stay curious together.

Learn more at www.circana.com.

What will you be doing?

This HR Business Partner role is responsible for providing a combination of front-line, operational, and strategic HR support for our North American Commercial organizations from early career through Executive. The HRBP Manager serves as a strategic and tactical partner to leadership in maximizing the value of our people while being the interface between the HR Centers of Excellence (CoE) and our internal customers (leaders and employees).

Job Responsibilities

• Generalist HR Management

  • Develop and maintain effective relationships with the business unit and ensure that high service standards are maintained.
  • Maintain close connectivity with Finance partners on budgeting, including managing incremental adds, savings initiatives, and workforce impacts.
  • Coach and counsel leaders on employee issues including conflict resolution and performance management.
  • Build and implement HR programs and processes to meet both short- and long-term business needs.
  • Raise proactive issues with managers; identify practical solutions to complex and diverse HR issues and implement appropriate action plans.
  • Work closely with HR operations and payroll teams to ensure accuracy in the areas of reporting, compliance, and data management.

{=html} <!-- --> - Talent Management

- Collaborate cross-functionally with the talent acquisition team to identify critical staffing requirements and execute recruiting plans with a focus on reinforcing a diverse candidate slate. Facilitate the identification and hiring of internal talent for open positions. - Partner with the Talent COE to develop L&D initiatives based on organizational and functional needs. - Counsel business leaders on Circana\'s annual performance cycle and facilitate calibration sessions to ensure consistent and equitable ratings are applied leveraging identified metrics and revenue goals. - Assist team leads in navigating the annual compensation cycle. Provide relevant analyses and make recommendations where appropriate. - Act as primary \"gatekeepers\" for processes that involve personnel expenditures such as new hire offers, promotion/adjustment, and business restructures to ensure budget compliance. - Execute targeted people strategy to effectively engage all levels of commercial accounts, including succession planning a d partnering on talent mobility, leveling, and compensation strategy. - Partner with business and HR leadership on initiatives to maximize engagement, retention, and performance. Facilitate the build and roll-out of HR projects in the areas of talent assessment, succession management, and organizational development.

{=html} <!-- --> - Organizational Design and Effectiveness

- Consult and advise commercial leaders on organizational design and recruiting strategy for new client wins. - Conduct research and analysis of organizational trends, including reviews of exit surveys/interviews, organizational reports, and metrics from our human resource information system (HRIS) to make better-informed business decisions.

Requirements

4+ years of progressive Human Resources experience, with at least 2 years of HR Business Partner experience.

Strong client engagement orientation with a proven track record of establishing strong business partnerships with leaders to influence key business decisions.

Demonstrated ability to navigate multiple stakeholders with competing priorities.

Sound judgment, resourceful, with a strong foundational knowledge in all dimensions of human resources, including ER, performance management, talent development, change management, organizational development, and training.

Basic understanding of how a commercial function op