HR Business Partner Manager

The role has global scope and will support 3 critical commercial VP roles that has significant dependencies and overlap.

For all three areas the coming years will offer this role the opportunity and need for thought and strategic partnership in building up the capabilities and structures as Universal Robots head into hyper grown and with operational excellence. The role offers a great career growth with the business and the opportunity to expand responsibilities over time.

The right profile be a potential successor to the VP HR of Universal Robots.
 

The role will require a profile with flexibility in terms of times and places of work. The critical dependencies and clients are place in all continents, so operating with smart planning and flexibility will be required. This include participating in the VP’s team offsites and other critical events, where in-person presence will make the difference in operating the role and relations successfully.

The Sr. Director will report to the VP HR Universal Robots and will sit in the Universal Robots HR BP leadership team and in the Universal Robots HR leadership team.
 

Overall responsibilities

Bring your best to build trusted and strategic partnering and leadership.

• Build and maintain partnership and lasting collaborative relations with the VP’s and the broader executive stakeholders.
• Provide coaching with both business strategic as well as personal guidance and support.
   

Build the strategies across Sales, Marketing and CE for Workforce, Organization, and capabilities.

• Enable the business strategy and targets through workforce and capability analysis.
• Create insights that translate into roadmaps for organizational capability and workforce planning.
• Build organizational vision and design that align with the business strategy and bring it into action planning.
• Identify areas where organizational changes or restructures can drive efficiency and drive change management with minimal disruption.

Define the Talent strategy, assessment, and planning for our commercial organizations.

• Outline the talent needs through workforce analysis and transform the needs into talent acquisition requirements.
• Team with Talent Acquisition leads and partners to align on hiring needs, talent pool opportunities and location planning.
• Drive critical senior/leader hires directly.
• Monitor, track, and report on progress

Have the best succession pipeline and bench strength build.

• Build succession overview, identify gaps, and define plans to close.
• Set cadence for regular succession and bench strength assessments within each supported group.
• Drive function specific organization & talent review process and contribute to Universal Robots overall organization & talent review to identify critical talent and high potentials.
• Build talent action planning and follow through with relevant stakeholders.
• Build strong relation with critical talent and potentials, stay tuned to their aspirations.
• Collaborate across relevant HR networks to share talent in play or scout for talent sharing/swoping opportunities.
• Set up mechanisms to identify and calibrate promotion pipelines.

Provide our talent learning, careers and develop leaders.

• Set plans to address learning needs that build the right organizational capability.
• Partner with relevant internal or external resources to deliver learning needs.
• Collaborate with HR BP leader team to identify companywide capability and competency needs and participate in program design and implementation.
• Define career journey opportunities and ensure career opportunities and aspirations are matched.
• Identify leadership development needs and ensure learning paths are established.

Make expectation setting and performance an aim for motivation.

• Ensure processes and documentation around roles and responsibility.
• Drive year cycle activities as relevant for each functional area and oversee manager responsibilities are met.
• Set a high bar for excellence in goal/expectation setting, performance metrics, feedback, and evaluations.
• Monitor areas of high and low performance, understand drivers and replicate highs and address lows.

Make sure reward & recognition drives its purpose.

• Co-design and participate in operating the Universal Robots sales incentive plans.
• Collaborate with Finance and Sales Ops to analyze effectiveness of sales incentive plans and mitigate/adjust as needed.
• Drive year-cycle salary- and equity planning within the philosophy and principles defined, ensure high manager engagement.
• Connect the dots between talent and promotions for year cycle planning.
• Drive awareness and total-reward knowledge within people managers through training, workshops, and communication
• Drive a culture of recognition and celebration.

High intent to stay & world class engagement.

• Set and drive engagement planning for relevant teams and groups.
• Contribute to the design, change management, communication, and analysis around employee engagement survey.
• Monitor, analyze and create action plan as needed for attrition.
• Set overall plan for retention within each function.

Set the strategy, plan, and execute it.

• Participate in the yearly business planning, strategy planning and build an aggregated commercial People Strategy and plan grounded in all the above responsibilities insights and observations.
• Align plan and resources with relevant stakeholders within Universal Robots and HR
• Provide regular reporting and tracking through relevant HR metrics for the commercial organizations.

Be a great buddy in the global HR community.

• Build trusted partnerships and relations with all relevant HR stakeholders and dependencies within Universal Robots, TER Robotics and Teradyne
• Contribute in cross-function and cross-business HR initiatives or projects.
• Be a strong voice of customer to elevate the needs of the business.
• Share, coach, mentor and collaborate to ensure an engaged and integrated HR community.

The right match:

• With the defined Universal Robots business areas and leaders, the role will need a profile that is commercially driven, who can envision and scout for opportunities to drive healthy business growth through the people strategy.
   
• The content of the highly commercial work will need competencies in data and analytics. Understand how to compose the right dataset, analyze, and synthesize to insights and recommendations. This is trigger by a natural curiosity to understand the why and not settle with the obvious.
   
• The transformation and scale of the commercial organization across the functions of Sales, Marketing and Customer will benefit from a profile that has been part of a high growth business and understand the planning and change management required to succeed.
   
• The right level of experience would come from 10+ years in strategic partnering in sizeable, global commercial organizations at sr. director level and preferable public listed companies, and with multiple client groups to support.
   
• Expertise in driving year-cycle activities like compensation planning, succession, performance, and engagement is considered a given with this experience and level.
   
• The right candidate would naturally bring unwavering integrity and ethical conduct. The profile understands the role of ensure compliance in protecting the company and executives by minimizing risk and exposure. It will need to be a profile that operate as a solid hand in managing complex employee relations issues.