Provides strategic HR Business Partner expertise to MS&T, GTS and COS organizations to maximize organizational performance. Leverages business strategy, people strategy, external best practices and organizational insights to deliver bold and innovative organizational and talent solutions, including organizational design, workforce planning, talent management, and culture change. Ensure alignment between functional and BMS people strategies, monitoring the effectiveness of organizational performance programs through metrics, analytics and insights to bring value to the business. Collaborates with Centers of Excellence (COE's) to monitor external environment (e.g., job market, technology, demographic development) and define future workforce requirements (quantitative and qualitative) as well as identifying and articulating the People needs of the business to the COE's and deploys their programs and processes in ways that bring value to the business. Drives the ONE People team across the organization, provides guidance and collaborates with other HR Business Partners, COEs and People Services leaders as appropriate for effective deployment of People solutions. Analyzes key data and trends to drive organizational effectiveness and the development of a workforce plan aligned with business strategy and objectives. Supports succession planning, talent retention and pipelining efforts for the most critical roles. Role Model BMS Values of Integrity, Innovation, Urgency, Passion, Accountability, and Inclusion. Ensures end-to-end org design, encompassing communication and effective change management. Translate business strategy and organizational needs into contemporary and integrated organizational solutions including organizational design, inclusion and diversity, succession & talent management, and culture change. Collaborate across the People OP Model (COE's, People Services) to articulate business needs and partners in delivering solutions in ways that bring value across the enterprise. Applies judgment to data insights and trends to support business talent and organization decisions that drives organizational effectiveness and innovative and robust workforce planning, engagement strategies, and succession management Shape and lead change management and engagement efforts to ensure delivery of organizational solutions, programs, and deliverables. Work-life programs include paid national holidays and optional holidays, Global Shutdown Days between Christmas and New Year's holiday, up to 120 hours of paid vacation, up to two (2) paid days to volunteer, sick time off, and summer hours flexibility. BA/BS Degree, Advanced Degree preferred, and 15+ years of HR relevant business experience Proven leadership effectiveness in followership, innovation, people program/project management, and executive coaching, demonstrating the ability to inspire and guide teams, foster a culture of creativity and continuous improvement, manage complex projects and programs efficiently, and provide strategic coaching to senior executives to enhance their leadership capabilities. Expertise in talent management, including end-to-end talent acquisition, performance management, engagement, and diversity, equity, and inclusion. Demonstrated experience utilizing data and analytics to drive business and talent decisions, including data analysis, insights generation, data visualization, data integrity, and diagnostic capabilities. Demonstrated behavioral skills in curiosity, learning agility, and growth mindset. Exhibit understanding of regulatory compliance, including the human elements and implications to enterprise and business. Demonstrated strength in strategy and business acumen by influencing and shaping business strategy through people strategy, anticipating external trends, providing context and influence for organizational effectiveness, applying systems thinking, and using a diagnostic mindset to improve talent and business outcomes. Extensive experience in business partnering, including organizational savvy and influence, consulting, performance management, organizational design, change management, and significant leadership skills in partnering effectively across global, diverse teams of People professionals. Proven success in working effectively at senior management levels to impact and influence decision-making. Experience in leading engagement and change management efforts, including defining change and communication plans. Demonstrated experience in applying workforce planning knowledge, engagement strategies, and succession management. Knowledge of external trends and factors that influence human behaviors and decision-making at the individual, group, and organizational level.