About RMS
Risk Management Solutions (RMS) is the world's leading provider of analytics and decision science solutions for the quantification and management of catastrophic risks throughout the world. The models and consulting services of RMS are used by hundreds of insurance and reinsurance companies, hedge funds, corporations, and governments to assess a wide-range of natural and man-made perils such as - earthquake, flood, hurricane, windstorm, wild fire, disease pandemic. RMS continues to grow and diversify in order to service and meet the requirement of its clients through research and technology innovation and superior client service. The company's strength lies in its ability to use and develop the skills of its people across a wide remit of business activities.
Job Role Human Resources Business Partner
Job Location: Newark, CA
Job Responsibilities:
Overall Charter:
Acting as the primary HR partner to senior management in the assigned client group, support the business, organizational and leadership directions and changes with human capital strategies, resources and activities necessary to produce optimum business results.
Responsibilities:
Consult to business leadership in the assigned Functional or BU client organization to address human capital needs required to drive business results (e.g., organizational design and effectiveness, change management, strategic talent acquisition/development/deployment)
Partner with HR colleagues to ensure human capital practices, programs and processes support the strategies specific to the assigned client group(s): Develop, partner or broker HR services and programs as required to address needs and change efforts within client groups
Define, collect, analyze, report and review human capital metrics for each major business unit; collaborate with business unit management and HR partners on action-planning and follow up
Partner with Talent Management (COE) to determine and design approaches and actions that drive talent issues for the company and for major business units, including
Strategies for leadership and organization change/transition
Executive Development activities and feedback/advisory services
Team effectiveness assessment and team development work associated with high
performing team models
Own the execution of Talent Management activities within the business units, including:
RightStart for Senior Leaders (Executive Assimilation)
Goal setting processes
Performance improvement/management guidance and disciplines
Annual Performance Review process
Mid Year Goal and Professional Development Review process
Top Talent Review
Career Planning and Professional Development
Succession Planning
Develop tools and approaches to assess and improve employee engagement; provide counsel and support in the creation of an environment of high employee engagement.
Resolve employee relations issues effectively; analyze and address root causes.
Partner with HR colleagues in COEs to deliver highest-quality HR services to managers and employees in business units, including staffing, compensation programs, benefits and policies, employee surveys and communication, recognition/reward programs, and culture/environment initiatives
Conduct workforce assessment and planning
Lead and/or contribute to special projects as needed.
Job Requirements:
Qualifications:
BS/MS Degree in Business/HR/OD or equivalent
8 years HR experience as a business partner, as well as experience in leadership development, OD, change management, compensation, talent acquisition and development, and/or employee relations
Experience with scientific/engineering/research organizations in a science, high-tech, or biotech company
Ability to influence HR strategy and programs based on business needs
Competencies and Capabilities:
Functional Expert – strong knowledge in all areas of HR with deep expertise in 2 – 3 functional areas of HR. Preference in Compensation and Employee Relations
Understand the Business
Can quickly develop an understanding of the elements of the company and the value chain of the business and of customers as well as the external and industry factors that influence success; can influence organizational and structural changes at the business unit level; makes a significant contribution to business planning and other core processes, as well as engaging leaders on the human capital implications of changes.
Strategic Architect / Organization Designer
Has the ability to develop and articulate a vision of the future in a way that creates energy, excitement and participation; can partner with other leaders in building winning business strategies; understands the nature of organizational dysfunctions and can assess, design and execute and plan to address structural weaknesses
Talent Manager
Is an effective assessor and developer of individuals, groups and organizations; can teach and advise others to do same; is comfortable doing this both as an individual in an ad-hoc way as well as leading global efforts to deploy related systems and processes.
Creative Problem-Solver
Can apply new thinking and innovation to issues and problems in a way that allows them to access deep subject matter expertise without being a slave to experience; undertakes benchmarking and other evaluative methods in determining best practices.
Culture and Change Steward
Understands and respects the organization's origins, norms and unwritten rules about how work gets done and how employees behave; looks for dissonance between what is said and what is done and has the courage to point this out and try to ensure it is addressed; demonstrates real expertise in facilitating change through understanding of change dynamics/models, through project leadership and by being explicit about modeling behavior.
Personally Credible
Models the highest degree of moral and ethical behavior; is proactive - takes responsibility for making things happen; contributes as a valued team member and colleague; demonstrates personal awareness and desire for continual learning and personal development; keeps commitments; exhibits candor and courage - is not afraid to establish a visible presence and point of view, to engage in spirited and constructive debate and to hold others accountable to their commitments.
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