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  Research and recommend progressive human capital initiatives that will enhance overall organizational effectiveness and enable the company and function to meet its strategic business goals
• Develop and execute strategic people plans in partnership with the business to ensure that our best talent is placed in the right positions through targeted recruiting, performance management, succession planning and on-going development
• Takes a data-driven approach to recommending impactful human capital initiatives that have measurable returns on investment
• Evaluate organizational design and make recommendations to optimize performance, efficiency and cost effectiveness
• Work with the Corporate Compensation and Total Rewards teams to develop targeted strategies for attracting and retaining top talent
• Partner with the People Operations Team to support the expansion of the HR Service Delivery Model through change management activities, consistent feedback loops and process design
• Partner with mid-level leaders, executives and other team members to influence and improve upon the employee experience
• Work with colleagues in the DISH HR shared services organization (talent acquisition, compensation, benefits, HRIS, analytics, etc) to assure good alignment with employee needs and ongoing process/service improvement initiatives
• Employment brand ambassador who leads by example, and demonstrates DISH culture and values in his/her/their actions and words.
• Understands and can articulate department and DISH corporate business goals, including financial impacts of HR actions

A successful Strategic HR Business Partner will have the following:

• Bachelor’s degree preferred, or equivalent combination of education and experience
• 4-7 years of Human Resources experience, across multiple HR disciplines (like Compensation, Talent Acquisition, Shared Services, Operations, Compliance and Generalist work) with advanced knowledge of at least one discipline.
• Experience supporting multiple employee types and multiple lines of business (high volume/entry level, professional/specialty, technology, etc.)
• Ability to influence and communicate at the senior manager/ executive level
• Analytical, but able to communicate complex information simply
• Experience working in an entrepreneurial culture as well as a larger, established company desired
• Experience in coaching and advising employees at multiple levels from front-line hourly employees to executives
• Deep knowledge of best practices from past employers, professional networks, and continuing education; strong preference for past experience with a best-in-class employer with strong, innovative HR practices
• Ability to stand firm and remain committed when necessary and facilitate understanding when difficult decisions must be made and executed
• Adept at handling multiple competing priorities and duties in a fast-paced, results driven, rapidly changing environment - with minimal daily oversight