Prysmian is the world leader in the energy and telecom cable systems industry. Each year, the company manufactures thousands of miles of underground and submarine cables and systems for power transmission and distribution, as well as medium low voltage cables for the construction and infrastructure sectors. We also produce a comprehensive range of optical fibers, copper cables and connectivity for voice, video and data transmission for the telecommunication sector.
We are 30,000 employees, across 50+ countries. Everyone at Prysmian has the potential to make their mark; because whatever you do, wherever you are based, you will be part of a company that is helping transform the world around us.
Position Overview
As the face of HR for our North America Head Office, this position plays a highly visible role in supporting our people and culture. To best enable that connection, this role is based on-site five days per week.
The Senior HR Business Partner reports to the Senior HR Director and acts as a trusted advisor to leadership, providing strategic HR guidance to drive business outcomes. This role involves collaborating with management to implement HR programs, solving complex organizational challenges, and providing leadership in key HR areas such as employee relations, talent management, organizational development, and performance management. The Senior HRBP ensures that HR strategies support the achievement of business objectives while fostering a positive work environment.
Key Responsibilities
Strategic Partnership
- Collaborate with leadership to develop and implement HR strategies that align with business objectives.
- Provide insight and advice on workforce planning, compensation, talent development, and succession planning.
- Serve as a strategic consultant to leadership on HR-related matters, including organizational design and development.
Talent Attraction, Management & Development
- Partner with the business and talent acquisition teams on all activities related to hiring and recruitment.
- Lead talent management initiatives, including liaising with specialist functions for recruitment, performance evaluations, career development, and leadership training programs.
- Support leadership in identifying high-potential talent and managing succession planning processes.
Change Management
- Support and guide leaders through organizational changes, such as restructures, mergers, and workforce transitions.
- Lead change management initiatives and ensure successful implementation of new policies, processes, and systems.
Employee Relations
- Manage and resolve complex employee relations issues, ensuring adherence to organizational policies and labor laws.
- Investigate employee complaints, mediate disputes, and recommend appropriate actions.
- Provide guidance to managers on employee relations, performance issues, and disciplinary procedures.
Compensation & Benefits
- Liaise with specialist functions to design, develop and implement compensation and benefits programs.
Diversity, Equity & Inclusion
- Champion diversity and inclusion initiatives to foster a more inclusive workplace.
- Collaborate with leadership on building strategies that support diversity in hiring, development, and retention.
HR Analytics and Metrics
- Use data and HR metrics to make informed decisions and recommendations.
- Analyze trends in HR metrics such as turnover, retention, and employee engagement, and develop solutions to address challenges.
Engagement and Culture
- Partner with leadership to create and implement organizational development initiatives that improve employee engagement and performance.
- Facilitate team-building activities and drive a culture of collaboration, innovation, and continuous improvement.
Policy Implementation & Compliance
- Ensure HR policies are in compliance with local, state, and federal laws.
- Partner with the legal team and compliance departments to mitigate risk and handle regulatory issues.
- Provide recommendations for updates or changes to HR policies and practices based on changing business needs.
Who are we looking for?
Required Qualifications
- Bachelor’s degree in Human Resources, Business Administration, or a related field
- Minimum of 7-10 years of progressive HR experience, with at least 3-5 years in business partner or senior HR roles.
Key Competencies
- Strategic thinking and leadership
- Business acumen and problem-solving
- Relationship-building and influencing
- Strong communication and interpersonal skills
- Change management expertise
- Adaptability and resilience
- Results-driven with a focus on impact
Skills
- Strong business acumen and the ability to align HR strategy with business goals.
- Excellent communication, leadership, and negotiation skills.
- Proven ability to influence and build relationships with senior leaders.
- Strong problem-solving and decision-making capabilities.
- Proficiency in HRIS systems and HR data analytics tools.
Preferred Qualifications
- Master’s degree in Human Resources, Business Administration, or a related field
- HR certifications such as SHRM-SCP, PHR a plus
- Experience navigating in a matrixed organization a plus
