Who We Are:Brooks is a team of passionate people united by a desire to do meaningful work, lead healthy lives and make a difference. We share a focused mission: to inspire everyone to run and be active. That’s it. No distractionsit’s all about the run. Through science, creativity, service, authenticity and connection, we obsess over delivering the best running gear on the planet. We do it our way, with our unique spirit, with a goal of being more relevant to runners than any other brand, day after day and mile after mile. We are determined to innovate, challenging ourselves to lead thought at every turn. Inside these walls and on the roads, tracks and trails, we live and breathe Run Happy, celebrating the positive impact running has on our lives and others. We inject it into all we do because it makes everything better, smarter, more fun and more memorable. Our company culture defines us, bonds us together and creates the conditions for success. It is lived daily as a behavioral expression of our collective set of brand values: Connect with People, Innovate for our Customer, Compete as a Team, Build Trust, Have Fun amp; Bring Passion, and Be Active. If you’re on our team, it means you’re part of creating something extraordinary. You’re part of Brooks.
Your Job:As an HR Business Partner, you’ll play a key role in influencing how people work at Brooks. You will be responsible for integrating Brooks’ talent management programs and policies into our business with focused intention on linking talent to opportunities, increasing manager capabilities, and providing career development support to all employees.
In this position, you will build trust and establish partnerships with department leaders as a strategic consultative thought partner in the delivery of HR programs and services that develop organizational and talent capability in assigned client groups. Programs include, but are not limited to Talent Acquisition/Workforce Planning, Talent Identification, Org Design, Performance Management, and Employee Relations.
In this role, you will think strategically as well as roll up your sleeves and dive deep into practical application of HR process, programs and best practices You will be asked to understand business priorities and translate them into people initiatives that support Brooks’ three-year road map, and respond to any special projects based on evolving business needs.Responsibilities:
- Act as an HR advisor across multiple client groups in areas including talent management, performance management, organizational design, leadership development, succession planning, talent acquisition, diversity equity and inclusion, and employee relations
- Act as a trusted partner and reliable resource to employees by advising onprocesses, procedures, or providing the information needed on general employment topics
- Partner with all of the HR disciplines including, HR Operations, People Programs and Recruitment, to ensure an integrated and high-quality delivery of programs.
- Lead the annual merit process for client groups. Connect with leaders across all levels to understand talent needs across the team, provide guidance, support and recommendations to manage annual merit and promotions in alignment within an identified budget.
- Work with client groups and assigned business functions and develop a deep understanding of their business strategies, priorities and objectives to gain insights that allow you to effectively partner with leaders on organizational design, talent assessment, change management strategies and tactics.
- Provide advice and input on business unit restructures, workforce planning, leadership succession planning, training, and retention planning.
- Partner with executive leaders and teams to understand their strategic roadmap in order to advise on opportunities to influence team performance and organizational effectiveness.
- Conduct regular 1 on 1 meetings with leaders to review talent, advise on performance management, career development, organizational design, etc.
- Facilitate the annual Brooks Cultural Strengths Survey. Perform analysis, draw insights, identify themes and publish results. Facilitate meetings to share results with client groups, and partner with functional leadership teams to develop specific action plans to respond to employee feedback and trends.
- Assess the business' current and future talent needs and build a workforce plan to scale with business growth. Identify succession plans to cultivate the next generation of leaders.
- Use HR and business metrics to assess internal and external talent needs and trends and inform HR strategies.
- Identify, evaluate and participate in HR program design, partnering with colleagues in HR, Legal and Finance to effectively communicate and implement programs across the organization.
- Understand and apply HR compliance an