Director, Human Resources - Corporate Functions

Are you our next Director, Human Resources - Corporate Functions?
The Director, Human Resources - Corporate Functions will be the primary HR business partner to the Corporate Functions (Finance/IT, Procurement, Government Relations and Public Affairs, Law, and HR) as part of the functional leadership teams and ensure the human resource strategies for these groups are aligned with business and enterprise HR strategies. Responsibilities will include:

• Leading the Corporate Functions HR business partner (HRBP) team
  
• Implementing integrated talent strategies as defined by the HR Communities of Expertise (COEs)
  
• Leading employee relations for Corporate Functions in partnership with Law and HR COEs.
  

The Director will serve as a member of the HR Leadership Team (HRLT) contributing to HR leadership, strategic planning, and decision-making. This person will participate in the development and execution of enterprise HR strategies, initiatives and activities that will maximize the return on investment for the company. They will partner with HR COEs to ensure effective alignment with global programs and objectives while leading and developing a team of managers to ensure the enterprise human resource strategy is implemented effectively, consistently, and according to established guidelines and budgets.
This role will be located at the FishHawk office with an expectation of 1-2 days per week at the Tampa Executive Office.
What will you do?
Strategic People Planning: Contribute and drive people and organization strategy within the assigned client groups as a member of the assigned leadership teams. Participate in the design and definition of HR metrics. Determine financial impact of HR strategies on client groups. Connect local and enterprise HR initiatives and ensure objectives are aligned. Forecast people requirements to support strategic business objectives, which includes succession planning, leadership development, and long- and short-term staffing plans. Accountable for developing the talent and bench within the HR business partner team as well as the overall HR function.
People Development: Provide day-to-day coaching for the assigned client group leaders and their respective teams. Ensure that the Mosaic leadership model and performance management tools are effectively implemented, and employees are engaged to meet their growth and development plans. Ensure employees have a mechanism for timely and constructive feedback to ensure they have a clear understanding of their roles, jobs, and performance expectations.
Business Partnering: Contribute to the value creation for Mosaic, proving HR guidance and linking HR strategies to business unit strategic plans. Demonstrate value by providing proactive and customer-oriented HR solutions based on the connection with all parts in the HR operating model, on the knowledge of employees and Mosaic objectives.
Organizational Culture: Drive diversity and inclusion through support of recruitment, retention, and development of all employees, and actively engages in efforts to develop a diverse and inclusive workforce and a healthy, high-performing culture. Coach the leadership teams in techniques and practices for building effective and inclusive teams and for reinforcing high-performance expectations.
People Leadership (with direct reports): Develops and coaches employees in order to retain and expand organizational talent through focused attention and effort.Provides work direction as well as timely and constructive feedback to ensure employees have a clear understanding of their work, roles, business goals and performance standards. Manages performance issues when necessary. Supports employees in their career development.
What will you need?

• Bachelor's degree in Human Resources, business, finance, or related area
  
• 10+ years of progressive, professional work experience in HR across a broad range of disciplines
  
• Previous experience in Leadership Development and Human Resources Generalist/ Business Partner.
  
• Strong labor and employee relations knowledge and experience
  
• Proven ability to manage and get results in a matrixed environment.
  
• Proven business partnering and consultative skills.
  
• Proven strategic planning capabilities.
  
• Strong understanding of business operations and functional requirements
  
• Demonstrated ability to create culture of adaptability and accountability.
  
• Ability to anticipate and assess large-scale internal and external issues that may impact the business and take proactive action to mitigate risks.
  
• Fortune 500 company experience preferred.
  
• International HR experience preferred.
  
• Strong computer skills, which includes proficiency with Microsoft Office (Word, Excel, PowerPoint, and Outlook) and Teams.
  
• Ability to travel up to 10-20% of time.
  

Knowledge, Skills and Abilities

• Customer Focus: Provides a high quality, highly responsive customer experience through a consultative approach and thoughtful insights. Acts as a coach, sounding board, trusted adviser. Not afraid to thoughtfully challenge and debate ideas.
  
• Business Acumen and Strategic Thinking: Understands business operations, functions, and financial metrics; Aware of how compensation practices contribute to the core business functions; Anticipates the future needs and has a long-term planning horizon; Identify the areas of change for the business; Able to anticipate what is going to happen and purposefully/proactively act on it.
  
• Critical Thinking/Evaluation: Has a big picture approach and is able see around corners; Comfortable with holistic/systematic thinking; Able to think broadly; Ability to handle highly confidential and sensitive information in a professional manner.
  
• Change Leadership/Relationship Management: Effective change agent; Able to maintain productive and healthy interpersonal relationships and help others do the same at different levels of the organization.
  
• Creativity, Flexibility and Agility: Able to think "outside of the box" to find best recommendations and solutions; Able to swiftly adjust the course of action/behavior based on the business changing priorities/customer needs.
  
• Communication: Ensures that their messages are applicable to a given situation, clear, concise, and readily understood by different audiences at different levels of the organization; Able to tailor communications to various audiences at different levels of complexity and breath; Able to apply anticipatory communication skills (foreseeing the clients' needs and answering in advance).
  
• Autonomy: Able to act independently without close supervision or guidance; Deals effectively with ambiguity and change in a highly matrixed organization.