Sr. Director, HR Business Partner

About the Job

Partners with Executive Leadership Team member and Vice Presidents in the development of organizational/HR strategies to deliver business results related to long term, strategic and high-priority HR topics. Serves as subject matter expert and advisor to ELT member and department Vice Presidents. Works collaboratively across the HR department to ensure all aspects of HR are delivered effectively to the business. Provides leadership and direction of the HR department as member of the HRLT.

What You'll Do

• Align priorities and work for the ELT member and/or function.
• Oversee/coordinate the strategic work for the ELT member.
• Manage the HR Leads in the function being supported.
• Bring the business/department issues to the HR Department.
• Member of the HRLT who will help lead the HR Department.
• Lead complex programs across the organization.
• Lead and guide large-scale organizational transformation efforts, helping leaders navigate complex change while minimizing disruption and maintaining employee engagement and business performance.
• Partner with executive leaders to develop and execute change management strategies that build organizational readiness, drive adoption, and sustain desired business outcomes.
• Serve as a trusted advisor during periods of significant growth or transformation by ensuring effective communication and change leadership throughout the organization.
• Partner with Business Leadership Teams in the development of org/HR strategies to deliver business results to the departments of org designs, talent management, DI, and leadership development.
• Strategic consultation to the EO/DH and their leadership teams on the people side of the business.
• Ensure alignment between the corporate HR strategy and the business strategy to build their employee capabilities to meet business objectives.
• Provide two-way feedback on business needs to the COE's and the rest of the HR organization.
• Trusted Business Advisor to Department Leadership Team, Transition Planning, Mentoring, Team Building, Performance Management approach, Succession Planning, etc.
• Partner with HR Consultants in the day-to-day HR support and effective delivery of HR programs and processes. Ensure business leaders engage HR Consultants into work for the function/department.
• Engage and consult on escalated issues or issues impacting the department head (political impacts or precedent-setting). Areas of leadership will include: talent acquisition strategy, diversity and inclusion initiatives, organizational design, talent Review and talent management, workforce planning, engagement initiatives (Gallup etc.), change management.
• Serve as a liaison to corporate HR and for HR initiatives and represents the business perspective on HR design or policy discussions.

What You'll Bring to the Role

• 10 years of human resources experience including a Bachelor's degree in HR or an equivalent combination of education and progressively responsible work experience.
• Masters Degree preferred.
• Experience in workforce planning, change management, organizational design, talent management, performance management and strategic and operational planning.
• Strong business acumen and ability to contribute to the business strategy.
• Demonstrated ability to collaborate with business leaders to develop, implement and sustain HR programs that enable the achievement of business goals.
• Excellent consultative, interpersonal/influencing skills, including the ability to build rapport, coach and influence at all levels of the organization.
• Strong problem solving, facilitation and analytical skills.
• Skills: 1.   Org Design   Adeptly executes the skill and guides others with strong competency. Applies skills in complex situations and makes recommendations for improvement. Guides or advises others in skills and looks ahead and anticipates requirements. Recognized for having strength in this skill.
• 2.   Change Management  - Serves as a role model, coaches others on skill progression, and identifies external market skill trends. Deep expertise in tools, processes, and methods related to the skill. Recognized as a Subject Matter Expert and considered an internal/external thought leader. Models mastery, coaches, and develops others on the skill.
• 3.   Leading through transformation   Serves as a role model, coaches others on skill progression, and identifies external market skill trends. Deep expertise in tools, processes, and methods related to the skill. Recognized as a Subject Matter Expert and considered an internal/external thought leader. Models mastery, coaches, and develops others on the skill.
• 4.   Workforce planning    Serves as a role model, coaches others on skill progression, and identifies external market skill trends. Deep expertise in tools, processes, and methods related to the skill. Recognized as a Subject Matter Expert and considered an internal/external thought leader. Models mastery, coaches, and develops others on the skill.

Geographic Specific Pay Structure:

Structure 110:

Structure 115:

We believe in fairness and transparency. It’s why we share the salary range for most of our roles. However, final salaries are based on a number of factors, including the skills and experience of the candidate; the current market; location of the candidate; and other factors uncovered in the hiring process. The standard pay structure is listed but if you’re living in California, New York City or other eligible location, geographic specific pay structures, compensation and benefits could be applicable, click here to learn more.

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