Lifecycle Services People Leader

Lifecycle Services People Leader
Description -
Job Summary
• This role is responsible for leading the HR function for a large, intricate business, orchestrating resource allocation and ensuring effective execution of initiatives. The role owns a significant number of measurable functional, operational and strategic goals or priorities and is committed for operational and strategic goals or priorities for the function/department. The role oversees talent analysis, implements holistic people plans, and collaborates with other HR disciplines for optimal organizational impact.
The primary responsibilities of the Lifecycle Services People Leader are to create, implement and drive all People Organization activities and initiatives for the organization comprised of 6,000 employees across 50+ countries. Responsible for a wide range of strategic HR activities and initiatives, including but not limited to
Responsibilities
• Providing strategic HR leadership, influence and consultation to the SVP of Lifecycle Services and executive team members to create and execute short and long-term people strategies in alignment with the HPWS and pan-HP strategy.
• Serve as a trusted advisor and vital member of member of the Lifecycle leadership team, representing the People Organization and creating tailored programs to drive the strategic direction of the business.
• Directs the HR function for a large, complex business which includes a team of managers and senior individual contributors, or for a major HR sub-function within one of organization's largest, most complex businesses.
• Oversees allocation of financial and human capital for programs and projects and ensures timely and effective delivery of financial programs.
• Leads planning, design, implementation, communication and delivery of the company's HR initiatives across a region or large business group.
• Translates business strategies into people and organizational priorities and leads the discussion with business leadership teams in applying and aligning people and organizational priorities with organization vision and execution to achieve the business goals for the client group.
• Guides business leadership on clarifying and executing people and organizational priorities that enable the business strategies for an assigned client or organization.
• Provides results of analysis on talent management processes such as attrition, mobility, or compensation patterns, talent needs, and risks.
• Spearheads the implementation of the holistic people plan (e.g., talent attraction and retention, talent management, leadership effectiveness, diversity and inclusion, culture).
• Oversees strategies and initiatives at the regional/global/business group level by exercising some governance oversight in one or more areas (e.g., key policy decisions, requisition approval, resolution of high-impact disputes).
• Partners and consults with other HR disciplines such as Employee Relations, Talent Management, Organization Development, or Data Operations teams on leveraging the operating model, diagnosing talent structure and talent management processes, interpreting results, and building recommendations based on data analysis.
Education & Experience Recommended
• Four-year or Graduate Degree in Human Resources, Business Administration, or any other related discipline or commensurate work experience or demonstrated competence.
• Typically has 15+ years of job-related and/or management experience, preferably in HR functions, organizational change initiatives, workforce plans, or a related field.
Preferred Certifications
• Strategic HR Business Partner Certification (SHRBP)
• Society for Human Resource Management (SHRM)
Knowledge & Skills
• Auditing
• Business Strategies
• Change Management
• Data Analysis
• Employee Engagement
• Employee Onboarding
• Employee Relations
• Human Capital
• Human Resource Management
• Human Resources Information System (HRIS)
• Labor Law
• Labor Relations
• Marketing
• Performance Management
• Process Improvement
• Project Management
• SAP Applications
• Talent Acquisition
• Talent Management
• Workday (Software)
Cross-Org Skills
• Customer Centricity
• Prioritization
• Resilience
• Team Management
• Strategic Thinking
Impact & Scope
• Impacts entire business and influences company direction across multiple disciplines or areas of HP.
Complexity
• Uses input from managers and directors to inform strategy and achieve company goals and objectives.
Disclaimer
• This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities, knowledge, etc. These may be subject to change and additional functions may be assigned as needed by management.
Job -
Human Resources
Schedule -
Full time
Shift -
No shift premium (United States of America)
Travel -
25%
Relocation -
No
Equal Opportunity Employer (EEO) -
HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).
Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.
If you'd like more information about HP's EEO Policy or your EEO rights as an applicant under the law, please click here: Equal Employment Opportunity is the Law Equal Employment Opportunity is the Law - Supplement