This is a unique opportunity to partner with and support the iTunes leadership team at Apple. These businesses, individually and collectively, lead a critical and strategic imperative for the company, seamlessly integrating across Apple’s ecosystem, and bringing the highest quality experience our Customers expect and deserve.
Key Qualifications
10-15 years experience in an HR management, generalist, and/or business partnering role.
Proven track record of managing a team of HR business partners.
Strong interpersonal communications skills, including influencing and ability to encourage innovation.
Highly collaborative style. Willingness and demonstrated ability to work in teams, as both a lead and a supporting team member.
Strong proven leadership skills and experience.
Ability to coach, mentor and advise where appropriate to help employees grow and develop in alignment with business and personal goals.
Ability to execute foundational Project Management skills where needed and appropriate
Description
As HR Business Partner, you will demonstrate this by providing expertise and leveraging experiences in the following areas: Business Knowledge: Ensure depth of understanding of organizations supported, including key business functions and processes. Organizational Development: Support and work with business teams and functions to understand current and future business goals and trends that may impact work force needs and initiative. Proactively engage with business leaders on people strategy and effectively delivering strategy through workforce planning and organization design and structure. Culture: Develop knowledge and skills to be able to reinforce the Apple culture with leaders and employees. Partner with Apple University and business leaders to develop programs and initiatives which help educate and reinforce Apple culture with teams. Employee Relations: Confidently consults and advises managers and employees on all aspects of employee-related issues, including manager/employee issues, policies & procedures, misconduct, investigations, terminations, reorganizations, EEOC claims, etc. Talent & Performance Management: Partner with leadership to design and deliver appropriate talent planing activities that will identify talent, leadership development priorities, and succession plans. Focus efforts on personal development needs, and promote a learning environment which supports on-the-job opportunities within the teams, and internally across the company. Leverage coaching skills to assist employees and managers through development and performance matters. Compensation & Benefits: Advise and support line management on local and global compensation and benefits initiatives. Competence in interpreting internal compensation framework and external market survey data. Identifying emerging trends. Partner with management and Benefits to assist with the management of leaves, disabilities, and Worker’s Compensation. Special Projects: Develop and work on special and cross-functional projects as needed. Examples include Division HR project, organization projects and global projects. Staffing: Act as liaison between site Staffing function and line organizations. Participate in interview process for management and key hires. Training: Understand the training/development needs of organization and act as liaison with Corporate Training to deliver or secure appropriate training to the organization. Author and deliver curriculum for organization specific training. HR Metrics: Track and report staffing, retention, attrition, and other necessary data to line management; recommend programs and/or enhancements as necessary.
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