Senior Director Hr Business Partner

Job Summary

Reporting to the VP, HR Business Partner for Consumer and Business Services, the Sr. Director HR Business Partner is responsible for a critical aspect of our employee experience lifecycle - the design, delivery, and management of talent related initiatives and deliverables specific to their client group to deliver on the business priorities.  As the primary HR partner to the senior business leaders within respective client groups, this role collaborates with business leaders, HR centers of excellence, and other cross-functional partners to execute an employee experience and talent roadmap that enables achievement of business outcomes and future growth.  

Responsibilities

• Develop a deep understanding of assigned business areas, including strategic objectives, long-term plans, and financial performance; translate knowledge of the business unit into a people strategy, ensuring right organizational structure, and employees with the right capabilities and behaviors are in the right roles for maximum delivery.  
• Drive key people initiatives within assigned client group, including organizational design and effectiveness, workforce planning, recruitment, engagement, compensation and commission designs and roadmaps, talent assessments, succession planning, career progression paths, leadership development, recognition, and organizational health analytics. 
• Define how business strategy creates workforce needs and recommend Reporting to the VP, HR Business Partner for Consumer and Business Services, the Sr. Director HR Business Partner is responsible for a critical aspect of our employee experience lifecycle - the design, delivery, and management of talent related initiatives and deliverables specific to their client group to deliver on the business priorities. As the primary HR partner to the senior business leaders within respective client groups, this role collaborates with business leaders, HR centers of excellence, and other cross-functional partners to execute an employee experience and talent roadmap that enables achievement of business outcomes and future growth.and execute how needs are met through workforce strategy decisions. 
• Partner with senior leaders to identify development needs and skill gaps for key individuals and/or roles within their organization; work with Talent team or appropriate resources to address gaps and deliver learning and development solutions. 
• Advise leaders on development of effective role specification and leveling for new roles within the organization, aligned to not only skills but the behavior profile needed to effectively deliver; partner with Talent Acquisition on the interview and selection process with a focus on both attracting top talent and creating a positive candidate experience for potential hires. 
• Partner with senior business leaders to develop and deliver 30-day assimilation plans for all newly hired or placed leaders. 
• Oversee and provide guidance on escalated, complex employee relations issues, partnering closely with Employee Relations COE and in-house employment counsel. 
• Proactively coach leaders on the interpretation of engagement survey feedback and strategic action planning to drive an enhanced employee experience and move the company culture forward. 
• Facilitate the effective rollout of recurring, enterprise-wide HR initiatives, including goal setting, continuous feedback and year-end performance reviews, salary planning and administration, talent assessments and succession planning, and recurring engagement surveys. 
• Partner with business leadership and corporate communications team as needed on the development of effective internal messaging on key initiatives and changes ensuring employee facing changes are managed proactively and with the right employee experience in mind 
• Consistently act as a positive cultural change advocate, consultant, and business advisor to the leadership team. 
• Function as HR lead for assigned business area on M&A activities, including acquisitions, divestitures, and/or joint ventures; partner with cross-functional teams to ensure successful integration of acquired businesses. 
• Ensure all HR COEs are well-versed on client-specific business strategies, initiatives, organizational changes and evolution in talent profiles. 

Qualifications

• Bachelor's Degree, ideally in Human Resources, Business, or a related area. Advanced degree preferred. 
• 10+ years of progressive HR experience, including prior experience in an HR Business Partner role working with senior executives in a transformation-focused organization. Experience preferred supporting/partnering with revenue generating/high volume client group.  
• Strong analytical skills with the ability to use and interpret multiple data sources to both guide and validate decisions and strong skill in presenting an executive level story with the data 
• Demonstrates strong solution orientation with Business Partners and HR colleagues, is action oriented and collaborative 
• Demonstrable knowledge and practical application of HR disciplines including employment and labor laws, employee relations, talent acquisition, management & leadership development, performance management, organization design and compensation philosophies.  
• Results orientation with the ability to quickly identify problems and use initiative and sound judgment to drive solutions to complex people issues and deliverables. 
• Keen ability to quickly establish credibility and effective Business Partnerships with leaders, HR colleagues and employees at all levels of the organization. 
• Exceptional influencing skills, coupled with a deep understanding of business dynamics and the critical role talent plays in delivering a superior customer experience. 
• Ability to foster an upbeat, positive environment that inspires a sense of urgency, constant innovation, teamwork, and strong commitment to individual and team accountability. 
• Demonstrated optimism and relentless problem solving, with a strong sense of empathy. 
• A track record of serving as a courageous advisor, focused on doing the right thing for both the business and employees individuals and collectively, even when its hard. 
• Derives satisfaction from making an impact to employees, customers and a business