Overview

Your Future. Secured. ISC2 is a force for good. As the world’s leading nonprofit member organization for cybersecurity professionals, our core values — Integrity, Advocacy, Commitment, Diversity, Equity Inclusion and Excellence — drive everything we do in support of our vision of a safe and secure cyber world. Our globally recognized, award-winning portfolio of certifications provide an independent and globally recognized endorsement of cybersecurity knowledge, skills and experience for all career levels. Our charitable arm, the Center for Cyber Safety and Education, enables ISC2 and our members to serve the public by educating the most vulnerable about cyber risks and empowering access to enter and thrive in the cyber profession.

When you join ISC2, you’ll demonstrate your commitment to an inclusive and equitable environment. Your support of the unique perspectives and experiences shared by our global cybersecurity workforce and profession will be recognized. We invite you to take an active role in helping us create a true sense of belonging across our organization — an environment of authenticity, trust, empowerment, and connectedness that empowers all of our successes. Learn more.

Position Summary

The HR Business Partner (HRBP) is a strategic role within the organization working supporting a defined client group. The HRBP uses broad experience in various HR areas to advance our people strategy. The HRBP is the prime point of contact for assigned business leaders and leads assignments of complex issues where the evaluation of human capital gaps requires evaluation of variable approaches and factors to bring solutions that contribute to enhancing our culture and business strategy.The incumbent will play a pivotal role in the development, implementation, and management of competency frameworks across the organization, holding responsibility for integrating core, technical, behavioral, and leadership competencies into our talent development programs, ensuring alignment with organizational goals and fostering an environment of continuous improvement and professional growth.

The HR Business Partner is a change agent, with strong literacy of business challenges and financial performance. This position serves as a coach and consultant to leaders. This role will support the final selection of talent within group and works closely with our shared services teams. This is not a generalist role.

Responsibilities

Uses broad knowledge of the business unit as well as knowledge of HR areas to build strong relationships with leaders to translate and execute on HR initiatives while maintaining a big picture outlook.

Identifies gaps and risks and proposes and implements change necessary to cover gaps and risks.

Acts as a leadership coach, ensuring engagement, succession and development are at top of the agenda for our people leaders.

Provides expert and objective advice to leaders and employees on HR programs, policy and procedures, employment/labor laws, conflict resolution, change management, diversity, and organizational development to promote a fair and equitable work environment.

Conducts effective, thorough, and objective investigations.

Partners with client groups to develop, measure and execute engagement action plans based on feedback both through formal surveys and exit interviews. Diagnoses organizational issues and makes recommendations to address.

Prepares and utilizes analytics, data, metrics, and reports to identify trends and goals developing solutions, programs, and policies to support positive growth and recommendations to improve business practices and overall organizational performance.

Leads comprehensive talent review process for client group providing guidance and input on business unit restructures, workforce planning and succession planning that supports the strategy of the organization.

Collaborates with stakeholders to create and refine competency frameworks that align with organizational goals.

Designs and implements competency assessments to evaluate employee skills, knowledge, and behaviors.

Establishes a leadership competency model that outlines the skills, knowledge, and behaviors needed for effective leadership within the organization.

Collaborates with Learning and Development to implement training and development programs that leverage the competency frameworks to enhance employee skillsets and career progression.

Collaborates with management to integrate competency-based assessments into performance management processes, ensuring clarity in expectations and evaluations.

Fosters a culture of continuous feedback and growth through regular competency evaluations and development opportunities.

Ensures Human Resources principles are being applied consistently and effectively while ensuring compliance with employment laws and regulatory requirements in a global context.

Identifies training needs for business units and individual coaching needs including evaluation and monitoring of training programs to ensure success and appropriate tracking of metrics, completion, and effectiveness of programs.

Demonstrates commitment to valuing diversity and contributing to an inclusive working and learning environment.

Works within a small HR team, and from time to time will be required to support specialist functions.

Performs other related duties as assigned.

Qualifications

Demonstrates business acumen and strong interpersonal skills to maintain business relationships with internal and external staff, members, partners, clients, and teams.

Strong understanding of core, technical, behavioral, and leadership competencies.

Excellent verbal and written communication and presentation skills.

Self-organized and detail-oriented; persistent and assertive.

Ability to work effectively and collaboratively with a team and a diverse staff, as well as independently without supervision.

Ability to maintain a high level of confidentiality, professionalism, and ethical behavior.

Ability to coordinate, manage multiple projects and priorities effectively with minimal supervision.

Strong organizational and time management skills with the ability to independently follow through to successful completion of projects within a deadline; able to manage multiple priorities and identify resources.

Flexible in adapting and responding to changing situations.

Education and Work Experience

Bachelor’s Degree in Human Resources Management or a related field of study; previous professional experience of at least 8 years will be considered in lieu of degree.

Seven (7) years of experience in HR, with a minimum of five (5) years in either a HRBP or related subject matter expert role in compentency frameworks and career ladders.

Recent experience with company wide competency frameworks in professional roles to drive competency based performance reviews, selection and succession. Preference for those who have worked on implementation of similiar program.

Demonstrated experience dealing with complex business issues and delivering solutions. Demonstrated experience guiding leaders on performance and productivity issues.

Strong understanding of legal frameworks related to HR issues in the employee relations space. Able to apply and advise on employee relations issues.

Committed to building a strong culture and continuous improvement.

HR information systems knowledge and experience required

Strong capabilities using technology to support data based decisions including advanced knowledge of Office 365.

Solid knowledge and application of labor legislation and regulations. Strong preference for those with experience in the UK or Singapore.

Physical and Mental Demands

Work extended hours or overtime, when necessary

Up to 10% travel required

Remain in a stationary position, often standing or sitting, for prolonged periods

Regular use of office equipment such as a computer/laptop and monitor computer screens

Dexterity of hands and fingers to operate a computer keyboard, mouse, and other computer components

Equal Employment Opportunity Statement

All qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic as protected by applicable law. Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.

Job Locations US-Remote

Posted Date 8 hours ago (11/21/2024 1:46 PM)

Job ID 2024-1965

# of Openings 1

Category Human Resources