Senior HR Business Partner, Google Cloud
Senior HR Business Partner: Due to the current health crisis related to COVID-19 and increasing visa / travel restrictions, we are currently unable to extend offers to anyone who is unable to work from Gurugram due to blocking visa / travel restrictions or other restrictive measures until further notice. Accordingly, we will prioritize candidates who can start at this location on the established date as expected. We are reviewing the situation and will adjust our position if the restrictive measures are removed later.
Bachelor’s degree or equivalent practical experience.
12 years of Senior HR business partner or generalist experience, supporting leaders.
A combination of human resources experience in the following areas: Organizational Design, Succession Planning, Business Consulting, Compensation and Rewards, Employee Engagement, Training and Development, Talent Management, Conflict Resolution, Talent Acquisition, Analysis of data and relations with employees.
Master’s degree For Senior HR Business Partner.
3 years of experience supporting engineers.
Experience operating in a large-scale global business business; Cloud / technology experience.
Knowledge in all areas of Organizational Development practice at the executive level, including a history of delivering a tangible impact to the client in one or more practice areas.
Proven business insight to drive people-related and organizational strategies and results.
Effective communicator with the ability to build relationships with leaders and stakeholders to drive organizational change. Ability to work within limitations and challenge the status quo. Comfortable with ambiguity and participating in complex strategic discussions.
People Operations strives to revolutionize human resources in the same way that Google has revolutionized search. We are helping to find, grow and maintain the remarkable set of talents that are our Googlers. You will be an advocate of Google’s culture and values, partnering with our business leaders to help them build their organizations and ensure that all people’s decisions are data-driven. Whether you’re training our clients on how to lead their teams, navigating and solving employee relationship issues, or managing programs that help develop our Googlers, you’re exceptionally focused on putting them first and being as clear and Transparent as possible to help Googlers understand how people’s decisions are made.
In this role, you will collaborate with some of the best leaders in the industry, influence organizational strategy and structure, build a talent pool across multiple roles, and create a meaningful team culture that enables Googlers to do their best. yourselves to Google every day. You will think strategically, use data to guide your work, feel comfortable challenging business leaders, and reinvent how work gets done.Senior HR Business Partner.
Great is just not good enough for our People Operations team (you probably know us better as “Human Resources”). Made up equally of human resources professionals, former consultants and analysts, we are the advocates of Google’s colorful culture. At People Ops, “we find them, grow them, and keep them.” We bring the world’s most innovative people to Google and provide the programs that help them thrive. Whether we’re recruiting the next Googler, refining our core programs, developing talent, or just looking for ways to inject a little more fun into the lives of our Googlers, we provide a data-driven approach that is reinventing the field of human resources.
Build relationships with business leaders to deliver thought leadership on organizational and people-related strategy and execution.
Consult with Google leaders to create a comprehensive people plan to influence lasting change on great features.
Solve challenges and get to the root cause of any problem, no matter how complex. Quickly design and deploy solutions that span multiple disciplines, including those beyond people and organizational solutions.
Provide experience in the following areas: career planning, performance management, training, data analysis, compensation and rewards, employee relations, learning and development, recognition programs, and strategic development.
Identify and show trends in qualitative and quantitative data to help improve the health of the organization, understand when the data will help make smart and informed decisions. Interpret complex analyzes and link business priorities.