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Senior HR Business Partner

Little Rock, AR, USA | Merkle

  • Industry:
  • Position Type:
  • Functions:
    Human Resources
  • Experience:
Job Description:
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Merkle is a leading data-driven, technology-enabled, global performance marketing agency that specializes in the delivery of unique, personalized customer experiences across platforms and devices. For more than 30 years, Fortune 1000 companies and leading nonprofit organizations have partnered with Merkle to maximize the value of their customer portfolios. The agency’s heritage in data, technology, and analytics forms the foundation for its unmatched skills in understanding consumer insights that drive people-based marketing strategies. Its combined strengths in performance media, customer experience, customer relationship management, loyalty, and enterprise marketing technology drive improved marketing results and competitive advantage. With 9,600+ employees, Merkle is headquartered in Columbia, Maryland, with 50+ additional offices throughout the US, EMEA, and APAC. In 2016, the agency joined the Dentsu Aegis Network. For more information, contact Merkle at 1-877-9-Merkle or visit

Job Description:

The HR Business Partner (BP) is responsible for developing and delivering the people aspects of the business plan for the entity he/she supports. The BP provides strategic planning, direction and support; executive coaching; acts as a key liaison on all HR processes and responds to people oriented emergencies. The BP also champions change initiatives and focuses on overall organizational effectiveness for the entity.    The BP should be viewed as one of the very most trusted business advisors to the Leader of the entity; individual in role needs to have a strong executive presence and be comfortable working with and challenging C level executives

Key responsibilities

Acts as a senior level executive and business partner, within the assigned entity, to deliver people outcomes that are aligned with the business strategy and drive value for the company; Identifies new business strategies and adjusts HR strategies to respond to changing needs of the business

Provides a single point of contact around key HR processes (hiring, integration, onboarding, training, scheduling and deployment, rewards, performance management and promotion) for the leaders of the entity;is NOT necessarily a deliverer of those processes – but may get involved in some of the delivery

Helps determine and implement appropriate HR programs to grow the entity in alignment with the talent strategy & people aspects of the business strategy – typically with a strong focus on skill needs and development

Coaches leaders within the entity, to help them achieve their potential; helps develop the next generation of leaders

Drives people-oriented change programs effectively through the assigned entity

Acts as a ‘caretaker’ of engagement for the people of the entity.  Develops programs as necessary to address engagement and employee value proposition issues

Develops relationships (cross functional and or cross organizational) necessary to deliver on the entity talent plan

Takes a very active role in the supply and demand balance for the entity

Proactively manages the pipeline and succession of talent in the group to ensure that appropriately skilled individuals advance to key leadership roles

Possesses deep understanding of the talent needs of the business

Helps to manage the total rewards  expense for the group – to an agreed level

Standard Objectives

Grow business;balance supply & demand:  contributes to  profitable growth for the assigned entity by ensuring pragmatic supply & demand balance, appropriate resource usage (cost of services), headcount growth, pyramid shaping, rewards allocation; drive achievement of specific headcount targets – e.g. diversity

Retention: Ensures attraction and retention of high quality talent to the group

Engagement: Is a key driver / mobilizer around employee value proposition and engagement – helping to drive increases in engagement

Effective people processes: helps achieve smooth people ‘processes’ for the entity

HR Expertise:Continually works to increase his/her own capabilities around HR skills, business knowledge and leadership


Key Skills/Capabilities

Deep business knowledge and acumen

Talent Strategy development

Change Management

Leadership Development

Resource forecasting and management

HR Service Delivery

Excellent communications skills

Ability to lead through both authority and influence

Strong collaboration capabilities

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