Senior Manager, Human Resources Business Partner

At Owens & Minor, we are a critical part of the healthcare process. As a Fortune 500 company with 350+ facilities across the US and 22,000 teammates in over 90 countries, we provide integrated technologies, products and services across the full continuum of care. Customers—and their patients—are at the heart of what we do.

Our mission is to empower our customers to advance healthcare, and our success starts with our teammates. 

Owens & Minor teammate benefits include:

• Medical, dental, and vision insurance, available on first working day

• 401(k), eligibility after one year of service

• Employee stock purchase plan

• Tuition reimbursement

Salary: $125,000 / year plus 15% AIP eligibility. The actual compensation offered may vary based on job related factors such as experience, skills, education and location.

Job Description: The Senior Human Resources Business Partner (Sr. HRBP) serves as a strategic advisor and partner to functional business leaders, ensuring that HR practices align with company goals and comply with legal requirements. The HRBP leads and coaches' teams of HR professionals, develops HR strategies, and provides expertise on various HR matters like talent management, employee relations, and compensation. 

Core Responsibilities:

• Works with the leadership team to provide strategic counsel regarding the unit's vision, mission, structure, processes and people.  Recommends, designs, and facilitates implementation of solutions while also ensuring alignment with the company's strategic direction.

• Leads HR services initiation, oversight and delivery for the business unit (employee relations, compensation administration, performance management, change management, talent management, decision support, etc.), coordinating with HR peers and Centers of Excellence (COE’s) to deliver consistent services across the business units/organization.

• Leads a group of human resources professionals who support the needs of the business unit’s leadership/management teams, ensuring they provide strategic insight and delivery of the organization’s HR operations and functions.

• Coordinates and builds process tools, collateral materials, and presentations to support organizational design and development initiatives/roll-out.  Leverages work across regions and business units to increase uniformity, efficiency and scalability of work.

• Partners closely with the Total Rewards COE in designing, implementing and administering competitive salary, benefits, incentives and recognition programs.

• Collaborates with Talent Management and Talent Acquisition COE’s to drive strategic workforce planning initiatives.

• Conducts gap analyses, collaborating with Learning & Development COE to ensure appropriate career development programs and initiatives are aligned with critical skill development and succession planning.

• Leads staffing analysis, ensuring the right teammates are in the right place at the right time.  Monitors turnover and temporary labor, ensuring the most efficient and cost-effective resources are being utilized.

• Manages Performance Management and feedback processes with a focus on developing manager capability on employing these processes and obtaining best in class results.  Delivers talent management processes aligned with corporate strategy.

• Leads the provision of proactive teammate relations guidance and counsel to business unit leadership.  Manages HR personnel’s guidance and counsel to teammates and management on teammate relations issues.

• Strategically partners with the business unit leadership team to introduce, lead, and influence change management initiatives to ensure they drive effective change and enhance overall performance.

• Adapts and promotes best in class HR and management practices, fostering collaboration across regions and sites, ensuring smooth implementations of HR/OD solutions, and building the overall capability of the organization.

• Performs additional duties as directed.

Qualifying Experience:

• Bachelor’s Degree: Master’s Degree preferred

• 7 or more years of related Human Resources experience

• 4 or more years of HR leadership, planning, communication, organization, and people management experience

• SHRM-CP, PHR, SPHR certifications are highly preferred

• Or any combination of education and experience to meet the above requirements

• Exceptional influencing skills and the ability to work effectively in a matrix environment

• Ability to effectively coach all levels in the organization

• International HR experience strongly preferred

• Solid knowledge of global HR practices and procedures

• Requires the ability to collaborate with other members of management to drive business results

• Demonstrated strategic, critical, analytical and innovative thinking skills

• Exceptional communication skills

• Demonstrates leadership and teambuilding as core competencies

• Communicates effectively and persuasively, both verbally and in writing

• Demonstrated ability to drive change management efforts

• Works effectively in a matrixed organization

• Able to interpret trends and develop strategies to address the movement

• Strong business and financial acumen

• Enthusiastic developer of organizational talent within the business unit

• Experience diagnosing people (individual/team) issues and recommending interventions /solutions

• Ability to travel up to 25% as needed

#LI-ST1

If you feel this opportunity could be the next step in your career, we encourage you to apply. This position will accept applications on an ongoing basis.

Owens & Minor is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, sex, sexual orientation, genetic information, religion, disability, age, status as a veteran, or any other status prohibited by applicable national, federal, state or local law.