Director - Human Resources Business Partner - IT

The Director Human Resources Business Partner is responsible for all talent activities that support the organizational objectives in the group they support. They partner closely with the business through strategic conversations and will have the ability to influence others. They also will work closely with fellow Human Resource colleagues to support ongoing HR processes. The person in this role serves as a guide to leaders at all levels within their business on improving business performance through a focus on talent including recruitment, performance management, engagement, team effectiveness, learning, culture and leader development.

Essential Functions (Duties and Responsibilities) -

Organizational Design

- Partner with your organization to develop and implement sustainable organizational strategies, Anticipate the impact and implications of future decisions and activities on other parts of the organization.

- Partner with your organization to ensure the roles are defined and organized in the most effective and efficient way possible and are aligned with the short- and long-term goals of the business

- Lead organizational wide Org Design efforts which may include things like restructuring

Front Line Leader Support

- Know the talent in your organization deeply, at all levels, understand what makes people tick, their motivations, strengths and developmental opportunities

- Understand the business you support, the roles and responsibilities of various functions and leaders, key requirements, how they measure success, what the challenges, emerging needs and gaps are.

- Coach leaders on personal effectiveness, team dynamics, performance management and conflict resolution

- Learn to critically assess talent in the interview process, and in 1-1 conversations, based on success profiles and job requirements for every role in your organization

- Work with your business leader to ensure the team is operating as efficiently as possible; become a trusted confidante, share perspective

- As much as possible look around corners, and guide with a longer term view; help fit the right talent in each role; continually challenge your business leaders to lean into development opportunities for emerging talent and make changes when individuals are not working as required, or not living our values

- Monitor the culture of the organization, support an inclusive, high-performance mindset

Processes and Employee Support

- Update and innovate annual processes based on the needs of the business

- Train employees on the processes and field questions to assist completion

- Review and analyze the results with leadership as needed

- Provide feedback to annual process based on the needs of the business

- Become a subject matter expert on HR philosophies, practice & tools (compensation, performance management, recruitment, people and leader development; teach your business leaders at all levels how to work within the frameworks to optimize talent management (right person, right role, right time); support annual HR processes, guiding your leaders to improve their own knowledge and self-sufficiency

- Use data and metrics to measure results and talent outcomes whenever possible

- Partner with HR Centers of Excellence (Recruiting, Learning & Leader Development, Compensation & Benefits and HR Operations) to expose the changing needs of the business, and help design improvements in our underlying service delivery, philosophy, practices and tools

- Partner with Recruiting and FP&A to understand headcount needs and proactively identify workforce management issues.

Education & Experience Required:

- Bachelors or masters Level education in Human Resources or related area of study

- 10+ years of experience working in a Human Resources organization or center of excellence

Knowledge & Skills:

- General knowledge of the principles and practices of Human Resource administration

- Ability to influence and build strong collaborative relationships within HR and the business

- Effective in working with peers, business partners, and other colleagues embracing different people and cultures to positively impact business performance and foster strong teamwork and inclusion

- Willingness to learn and continuously improve; demonstrates courage when needed

- Proficient with Microsoft Office (Word, Excel, PowerPoint)

- Exceptional verbal and written communication skills

- Ability to act independently with minimal supervision

- Ability to manage multiple assignments simultaneously

- Strong organizational and time management skills

- Knowledgeable of employment law, organizational design, workforce planning, employee relations, and performance management

- Must be able to handle ambiguity and work in fast paced environment

- Demonstrated business acumen (i.e., ability to understand key aspects of the company's business strategy