Sr Director, Human Resources Business Partner

Summary

Engage with the leadership teams of multiple departments to co-create organizational and people strategies that deliver business results. Provide strategic, trusted consultation and thought leadership to executive leaders and their teams to forecast, identify, develop and implement proactive business and talent solutions that align with enterprise people strategies. Areas of focus will evolve and currently include - talent strategy, DI strategy, organizational design and transitions, workforce strategy and planning, data and analytics and engagement strategies. All responsibilities include leveraging data and analytics to inform business consultation and talent solutions.

Primary Duties and Qualifications

Partners with multiple departments' Business Leadership Teams to co-create organizational and people strategies that deliver business results.

Provides strategic, trusted consultation enterprise and outside business perspectives, and thought-leadership to the EO / DH and their leadership teams to forecast, identify, develop and implement proactive business and talent solutions. Actively contributes to the leadership team and ensures solutions are aligned with enterprise people strategies (e.g., Employee Value Proposition, Leadership strategy, etc.)

Serves as the quarterback to ensure effective execution of business and talent solutions with key partners across HR and the organization (e.g., business leaders, COEs; other HR business partners; communications, finance and technology partners, etc.)

Proactively leverages data and analytics to inform business consultation and talent solutions. Applies data analysis skills and judgement to accurately interpret findings and to provide data insight-based approaches to the business.

Navigates multiple systems and programs including analytic tools, talent management and other HR systems.

Manages multiple priorities, stakeholders, and changing business landscapes, flexing work approach and style to support highest priorities across the organization and within HR.

Engages and consults on escalated issues or issues impacting the department head (political impacts or precedent setting).

Areas of focus will evolve but currently include Talent and DI strategy, organizational design and transitions, workforce strategy and planning, data and analytics, and engagement strategies.

Continually develops skills to maximize value to the business and within the HR organization.

Qualifications

7- 10 years of human resources experience including a Bachelor's degree in HR or an equivalent combination of education and progressively responsible work experience.

Significant experience as a business partner to top leadership teams.

Demonstrated expertise in business and talent strategy, workforce planning, data and analytics, organizational design, and talent management.

Engages in and models courageous and constructive dialogue; confidence to offer a new and potentially challenging idea to foster conversation and critical thinking; ability to deliver difficult / complex messages and help others understand multiple points of view.

Demonstrated ability to anticipate and respond quickly and creatively to change and shifting, sometimes competing, priorities. Comfort operating through risk and uncertainty in a high- volume work environment.

Demonstrated ability to co-create business and talent solutions and quarterback teams in the execution of solutions with business leaders that enable the achievement of business goals.

Demonstrated strength in business acumen. Strong strategic perspective to leverage outside in perspectives (including HR thought-leadership) and to make internal connections for the business. Ability to forecast and proactively address business / people needs.

Excellent consultative, interpersonal / influencing skills, including the ability to build trusted advisor relationships across the organization.

Strong analytical, data and technology skills.

Skills-Proficiency Level :

Compensation Management - Intermediate

Diversity and Inclusion (D&I) - Advanced

Employee Communications - Expert

Engagement Strategies - Intermediate

Financial Management - Basic

Human Resource Information System (HRIS) - Intermediate

Labor Regulations - Basic

New Hire Onboarding - Intermediate

Organizational Design - Intermediate

Performance Management - Advanced

Succession Planning - Basic

Talent Acquisition - Intermediate

Talent Management - Advanced

Training Delivery - Advanced

Workforce Planning - Basic

Compensation Range : Pay Range - Start :

$123,480.00

Pay Range - End : $229,320.00

Geographic Specific Pay Structure :

220 - Structure 110 : 135,800.00 USD - 252,200.00 USD

220 - Structure 115 : 142,030.00 USD - 263,770.00 USD

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