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DELIVERY MANAGER-HUMAN RESOURCES OPERATIONS

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IBM

1mo ago

  • Job
    Full-time
    Expert Level
  • Consulting
    People, HR & Administration

AI generated summary

  • You need a Bachelor's ( Master's preferred), 12-16 years of experience in HR, expertise in HR policies, financial concepts, consulting, engagement, performance, and talent management.
  • You will support leadership in HR strategies, manage employee relations, drive talent initiatives, ensure regulatory compliance, and enhance employee engagement while collaborating with HR teams.

Requirements

  • Required education
  • Bachelor's Degree
  • Preferred Education
  • Master's Degree
  • Required technical and professional expertise
  • Advise on HR Policy & Procedures.
  • Apply Basic Financial Concepts.
  • Apply Consulting Methodologies.
  • Apply Knowledge of HR Strategy.
  • Implement HR Programs & Policies & Strategies.
  • HR Cognos tool & Reporting.
  • Preferred Technical And Professional Experience
  • Relevant experience of 12-16 Years.
  • Employee Engagement.
  • Performance Management.
  • Talent Management.

Responsibilities

  • This Strategic HR Partner will be a trusted strategic consultant to the leadership team in all areas of HR including organizational development, workforce planning, change management, complex employee relations, reward and recognition, talent management and cultural change to achieve a high-performance culture.
  • This role will also have location responsibilities in terms of driving special interventions, handling sensitive employee cases, and driving Location talent strategy forward.
  • The HR Partner is a role reporting to the HR Leader/Executive/HRP Manager. You will act as a trusted strategic consultant to the leadership team in all areas of HR including organizational development, workforce planning, change management, complex employee relations, reward and recognition, talent management and cultural change to achieve a high-performance culture.
  • Supported by the centre of excellence and other HR members, your role is to be a true HR business partner to your business unit leaders and the business unit. You will coach leaders around people strategies, confidently resolve complex cases and support the strategic direction of the HR function.
  • You need to have the capability to influence and gain credibility with senior leaders and managers that you may support and build relationships and their trust. You are resilient, and self-sufficient and have experience working through cultural change.
  • You are a technical expert in HR, able to provide effective advice on all matters of the employee life cycle and are comfortable working at the operational and strategic levels Skills: Strong business and HR acumen, including strong problem-solving skills, critical thinking, and self-initiative.
  • Drive impact and collaborate as trusted advisors. Understanding the business trends and people implications, connecting, and integrating insights to diagnose and identify interventions needed to improve Business effectiveness.
  • Applies understanding of how a business operates, financially and strategically, analyses key business drivers, and integrates insights into priorities and plans; distinguishes between business and people priorities and gives evidence of delivering tangible business impact - Know how businesses work; knowledgeable in current practices, trends, and information affecting his/her business and organization HR Partners are required to be subject matter experts, having in-depth knowledge of global and local programs, processes and policies.
  • Partnering with other HR functions to deploy and drive the successful rollout of various HR programs related to compensation, rewards and recognition, employee development and career progression, performance management, and workforce optimization.
  • Liaison with labour commissioner, and local court and work with ER/LR and legal teams to attend to any location-specific regulatory requirements.
  • Actively support employee engagement activities within the location, including planning, organizing and/or speaking at events.
  • Partner extended HR teams and CoE organizations to innovate, improve, align, and drive the efficiency of enterprise-wide HR programs and initiatives. Facilitate or chip into business conversations that drive the people strategies to enable a positive business impact.

FAQs

What is the main responsibility of the Delivery Manager for Human Resources Operations?

The main responsibility is to act as a trusted strategic consultant to the leadership team in all areas of HR, including organizational development, workforce planning, and change management, to achieve a high-performance culture.

What qualifications are required for this position?

A Bachelor's Degree is required, and a Master's Degree is preferred.

How many years of experience are required for this role?

Relevant experience of 12-16 years is preferred for this role.

What skills are essential for the Delivery Manager position?

Strong business and HR acumen, problem-solving skills, critical thinking, and self-initiative are essential. The ability to influence and build relationships with senior leaders is also critical.

What kind of support will the Delivery Manager receive?

The Delivery Manager will be supported by mentors and coaches, encouraging exploration of ideas and creative solutions.

Are there opportunities for career growth in this role?

Yes, the position offers long-term career growth and learning opportunities within a culture that embraces unique skills and experiences.

What tools and methodologies will the Delivery Manager use?

The role involves applying consulting methodologies, HR strategy knowledge, and using HR tools like HR Cognos for reporting.

How does this role interact with other HR functions?

The Delivery Manager will partner with other HR functions to deploy and drive the successful rollout of various HR programs, ensuring enterprise-wide efficiency.

What is the work culture like at IBM?

The work culture at IBM is focused on collaboration, innovation, trust, and personal responsibility, enabling IBMers to thrive in their professional and personal growth.

Is experience in employee engagement important for this role?

Yes, experience in employee engagement, performance management, and talent management is preferred for candidates applying for this position.

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IBM

Technology
Industry
10,001+
Employees
1911
Founded Year

Mission & Purpose

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