HR Business Partner - Talent Acquisation

Manager Notes:

Preferred Experience:

• Experience in corporate HR disciplines such as Talent Development or Talent Management.
• Previous HRBP experience to understand business rhythms.
• Previous experience in HR Consultancy companies
• Global or matrixed organization exposure.
• Availability and comfort working with stakeholders in the EST time zone.

A world-class Talent Development Partner must be:

• A strategic consultant,
• A talent development expert,
• A business-savvy advisor,
• A stakeholder orchestrator,
• A high-impact communicator, and
• A future-oriented talent intelligence partner who anticipates and guides business decisions.

To be successful in this role you will need the following:

• Expert Facilitation Skills Ability to lead engaging discussions and training sessions that encourage collaboration, resolve conflicts, and drive informed decision-making.
• Strong Change Management Expertise Proficiency in applying structured processes and tools to guide individuals and teams through organizational change, ensuring adoption and sustained results.
• Strategic HR Consulting Mindset Skill in diagnosing business needs, balancing stakeholder priorities, and delivering holistic talent solutions that align with organizational goals.
• Data Analytics Proficiency Competence in interpreting qualitative and quantitative data, applying statistical and visualization techniques, and presenting insights that enable data-driven decisions.

Job Summary:

• Facilitates the development of enterprise and/or local talent strategies which enable the business to achieve its key objectives while leveraging external and internal talent insights and best practices to inform our approach.
• Curates and/or facilitates Talent Development activities and learning interventions within a business unit, function, geographic region, or across Cummins globally.
• Partners with Human Resources Business Partners to integrate, advance talent development strategies, processes, and initiatives to enable the achievement of positive business and people
• outcomes.
• Partners across the business to ensure the effective analysis, design, curation, and delivery of talent development tools, processes, and programs.

Key Responsibilities:

• Subject Matter Expert: Leverages expertise to advise HR and the business, offering insights, trends and recommendations.
• Advises human resources business partners on one or more talent development processes such as leadership development, coaching & mentoring, performance management, succession management, psychometric assessments, team effectiveness, and learning and development.
• Appreciates and accounts for the unique needs of the audience, adjusting advice to meet the needs of the business.
• Builder:Researches, designs and develops leadingpractice HR programs and solutions that enhance ourcultureResearches, designs, and develops leading practice human resources programs and solutions that enhance talent development strategies and culture.
• Collaborator:Partners internally and externally to buildand accelerate capabilities in areas most aligned with ourstrategy, as part of ONE HR team
• Partners with corporate, business and functional leaders to analyze unique business needs while ensuring global talent processes and frameworks meet the current and future needs of the business. Collaborates across HRBPs, CoEs, and HR Operations to deliver systemic talent solutions
• Standard Setter:Sets standards and infrastructure torthe enterprise (policies, processes, systems, tools) andevaluates effectiveness.
• Participates on cross-organizational project teams to design or improve effective talent development processes and solutions.
• Partners with human resources business partners to provide metrics to the business which analyze the impact of talent development initiatives, processes, programs, and tools on the organization.
• Shapes the talent development culture, strategy, and infrastructure to meet evolving business needs, measuring effectiveness and addressing barriers to success.
• Curator:Curates HR solutions driving and supportingimplementations and improvements Coaches human resources business partners on talent development processes, programs, tools and resources to meet both common enterprise and unique local business needs.
• Champions and drives continuous improvement in talent development, while supporting change management efforts to ensure processes, tools and information are available to stakeholders.
• Manages facilitation and production support related to talent development processes, programs, or initiatives enhancing the overall employee experience.
• Innovator:Generates ideas and turns them into new,creative solutions that provide unique value forourcustomers.
• Develops extensive external network and keeps up to date with new trends in talent development, turning these into tangible solutions that meet the evolving needs of the business.
• Leads human resources external benchmarking and best practice reviews.

Qualifications and Competencies:

Facilitation - Guides group discussions or training by creating an active environment where questions are posed, perspectives are shared, and debates occur with the goal of gaining understanding, analyzing issues, resolving conflict, exploring solutions, or making decisions.

Change Management - Applies the Cummins structured process and tool set for engaging individuals and organizations through change to achieve and sustain business results and outcomes.

Human Resources Consulting - Collaborates with partners to observe the environment and apply sound judgment informed by knowledge, skills, and experiences to diagnose, identify and optimize

opportunities to provide holistic solutions, while balancing the needs of stakeholders, primarily employees, with those of the organization.

Data Analytics - Discovers, interprets and communicates qualitative and quantitative data; determines conclusions relying on knowledge of business or functional frameworks; simultaneously applies statistics, data validity, data visualization, and problem solving approaches to effectively extract meaningful patterns and business insights; presents conclusions and outcomes that enable data driven business decisions.

Business insight - Applying knowledge of business and the marketplace to advance the organization s goals.

Communicates effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.

Values differences - Recognizing the value that different perspectives and cultures bring to an organization.

Global perspective - Taking a broad view when approaching issues, using a global lens.

Cultivates innovation - Creating new and better ways for the organization to be successful.

Organizational savvy - Maneuvering comfortably through complex policy, process, and people related organizational dynamics.

Demonstrates self-awareness - Using a combination of feedback and reflection to gain productive insight into personal strengths and weaknesses.

Optimizes work processes - Knowing the most effective and efficient processes to get things done, with a focus on continuous improvement.

Balances stakeholders - Anticipating and balancing the needs of multiple stakeholders.

Education, Licenses, Certifications:

College, university, or equivalent degree in Human Resources, Business, or related field or

equivalent experience required.