HR Business Development Professional

Introduction
At IBM work is more than a job – it’s a calling: To build. To design. To code. To consult. To think along with clients and sell. To make markets. To invent. To collaborate. Not just to do something better but to attempt things you’ve never thought possible. Are you ready to lead in this new era of technology and solve some of the world’s most challenging problems? If so lets talk.

Your Role and Responsibilities
Employees in this job role are responsible for providing HR support for business transactions (e.g. Acquisitions Divestitures Repatriations Intellectual Property (IP) Licensing and Strategic Outsourcing opportunities). They must understand an external party’s (e.g. client’s seller’s or buyer’s) business and HR objectives for the transaction as well as IBM’s objectives and proposed deal structure. They then develop appropriate HR solutions provide input to the business case and associated budgets participate in due diligence manage HR issues and risks support the negotiation of HR-related terms & conditions and prepare employee transition and integration plans prior to deal closure. After deal closure they support employee communication events employment implementation and transition activities and integration of employees onto IBM’s HR programs and policies in accordance with the negotiated terms and conditions. The particular scope of responsibility for these activities varies by deal type and deal team role assignment. Focuses on Individual/Team Objectives and Developing Professional Effectiveness.
Engages in the operational aspects of IBM’s HR Business Development programs Primary responsibility for:

• Day-to-day operational and transition activities such as process execution
• Implementing design changes
• Resolving individual employee questions or issues
• Managing vendor relationships
• Supporting the HR Transition Manager deal lead role.

• Environment:

Professional knowledge related to incumbent’s position team and department. Requires ability to absorb professional knowledge quickly and develop skills.

• Communication/Negotiation:

Draw upon professional concepts to collaborate with others to carry out assigned duties. Negotiation is required.

• Problem Solving:

Recognize job-related problems. analyze causes using existing techniques or tools prepare and recommend solution alternatives. Challenge the validity of given procedures and processes with the intent to enhance and improve.

• Contribution/Leadership:

Works on professional projects;work is often reviewed for developmental purposes. Understand the standard mission of the professional group and vision in own area of competence. May directly influence people in own project. Position may require coordination of activities of less experienced or less knowledgeable team members.

• Impact on Business/Scope:

Accountable for individual or team results. May contribute by supporting activities that are subject to business measurements impact customer
satisfaction or impact immediate costs or expenses.

Required Technical and Professional Expertise
Employees in this specialty should have:

• Knowledge of various HR Business Development Information Systems such as Lotus Notes TeamRooms and deal tracking tools as well as HR management systems like Workday Kenexa/Workbench/Brassring/SF etc.
• Ability to execute the different Human Resource Delivery processing activities such as Blue Pages loads Kenexa support Data Maintenance and Payroll.
• understanding of client-specific policy
• A good understanding of the end-to-end HR Management System and Processes
• Ability to perform system testing.
• In this role skill (or knowledge) in Excel is important for success.

Preferred Technical and Professional Expertise

• Agile Design Thinking and Growth Behavior