Job Summary
• This role is responsible for leading and mentoring a substantial HR team, working with business leaders to strategically align HR programs. The role addresses root causes of HR issues, drives productivity, and enhances organizational health through strong acumen and data-driven insights and subject knowledge. The role leads adherence and propagation of core values and advancing HR as a pivotal driver for the organization's future success.

Responsibilities
• Leads and manages a large team of business partners and other HR functional teams including hiring, setting and monitoring of annual performance plans, coaching, and development, ensures that the proper tools are in place to support the team and the processes.
• Partners with business unit leaders and COEs to develop and execute an effective human resource strategy in support of the overall business plan and strategic direction of the organization.
• Oversees the implementation of strategies including identifying, aligning and optimizing the range of HR programs, processes and services that will enable business success.
• Sets prioritized goals and metrics to measure the growth and performance of the team and manages, coaches, and develops members of the managers of HR business partnership team.
• Partners with BU Leaders to address the root causes of HR issues by leveraging strong organizational, business, and financial acumen to increase productivity, engagement and organizational health.
• Partners and consults with peer HR disciplines (e.g., Talent Acquisition, Talent Management, Organization Development, HR Reporting & Analytics, HRMS, L&D) on leveraging the systems model, diagnosing talent strengths, assessing organizational structures, and talent management processes/programs, interpreting results, and building proactive recommendations based on data analysis for improvement.
• Evaluates proposed HR programs to determine organization-wide viability; acts as the senior adviser during the implementation phase.
• Leads the implementation of the holistic people plan (e.g., talent attraction and retention, talent management, leadership effectiveness, diversity and inclusion, culture).
• Spearheads workforce planning, organization assessment, and team management to support incremental and transformational organizational change.
• Exemplifies organization’s core values, supports the advancement of Human Resources as a value driver for organization’s future.

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 10+ years of job-related experience or 8-10 years of 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
• Business Strategies
• Change Management
• Data Analysis
• Employee Engagement
• Employee Relations
• Human Capital
• Human Resource Management
• Human Resource Strategy
• Human Resources Information System (HRIS)
• Labor Law
• Organizational Architecture
• Organizational Development
• Organizational Effectiveness
• Performance Management
• Project Management
• Succession Planning
• Talent Acquisition
• Talent Management
• Workday (Software)
• Workforce Planning

Cross-Org Skills
• Customer Centricity
• Prioritization
• Resilience
• Team Management
• Strategic Thinking

Impact & Scope
• Impacts large functions and leads projects requiring knowledge of multiple disciplines or areas of HP.

Complexity
• Uses managerial concepts and company objectives to resolve highly complex issues in creative and effective ways. May achieve goals through subordinate supervisors.

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.