Johnson Controls is a global diversified technology and industrial leader serving customers in more than 150 countries. Our 130,000 employees create quality products, services and solutions to optimize energy and operational efficiencies of buildings; lead-acid automotive batteries and advanced batteries for hybrid and electric vehicles; and interior systems for automobiles. Our commitment to sustainability dates back to our roots in 1885, with the invention of the first electric room thermostat. Through our growth strategies and by increasing market share we are committed to delivering value to shareholders and making our customers successful. In 2013, Corporate Responsibility Magazine recognized Johnson Controls as the #14 company in its annual “100 Best Corporate Citizens” list. For additional information, please visit http://www.johnsoncontrols.com.
Work in partnership with the business to provide coaching, support and influence that enable key clients to effectively deliver their human capital plans. Provide a consultancy service that delivers best practice and commercially focused HR solutions that support the business area in conjunction with specialist HR functions.
Key Clients/Business Areas Consultancy Service
Provide HR Business Partner support to the key client areas of Sales, Marketing and Overseas in the first instance and subsequently the additional responsibility of Head Office areas.
Position the role of Business Partner as an integral part of the client management team by developing effective working relationships, influencing and challenging the senior management team on their personal style and the development and delivery of their people plans in support of the achievement of the business area and HR strategies.
Proactively gain customer feedback to aid HR functions improve service levels and alert HR areas where an issue/project may impact on other areas
Equip customers with appropriate tools and knowledge to effectively manage their people in line with their people plans e.g. performance management, absence management, career management etc
Provide project management support and HR expertise to the business with specific related projects
Outside of the people plans, identify strategic people issues in partnership with key clients and support them with advice and expertise to resolve these matters. Contribute to the delivery of business area Key Performance Indicators.
Provide personal support on the research, design and development of HR initiatives in support of the HR strategy, using expert knowledge of the client area. Facilitate the creation of an implementation and communication plan into the local business area that achieves the agreed deliverables.
Drive, influence, advise and support the cultural and people aspects of organisational change, structures, people processes and business improvement initiatives within the business area in order to improve business efficiency and people management allowing for flexibility and planned growth.
Provide both transformational advice and transactional support (contracting in services throughout HR where required) on change management initiatives, organisational / departmental restructures / job role design / outsourcing / TUPE transfers / redundancy situations) in order to improve cost and efficiency, clarify accountabilities and empower delivery of great customer service.
Embed a performance management culture within the business area as a means of driving business improvement by ensuring clear objectives, feedback and the improvement of customer service through behaviours aligned with our values.
HR Business Partner job description
Provide training/coaching as required.
Working in partnership with the business to manage employee relations issues
Build management responsibility and capability for managing Employee Relations
Manage strategic ER / people issues, in the services of specialist HR areas as required.
Identify gaps in existing HR policies and contribute to the development of new HR policies and procedures. Consult and deliver new/amended policies and procedures into the business area. Support business area with disciplinary/grievances and other employee issues where specific business area knowledge is essential.