Responsibilities :

- HR Business Effectiveness - You play a strategic role in driving operational rigor across the Stanplus HR team, by planning, implementing, and monitoring key HR projects.

- The rhythm of the Business - You create and manage the rhythm of business (ROB) activities, including HR/business reviews, team offsite planning, Stanplus HR staff meetings, and all communications and presentations from Stanplus HR leadership.

- Strategic Talent Management - You play an important role in the implementation of strategic talent management efforts, starting with the identification of talent strengths and needs. You contribute to the implementation of the strategic talent plan, talent movement plans, talent development plans, and the Diversity and Inclusion plan for an assigned organization. You identify areas for improvement in talent development plans and the Diversity and Inclusion plan and help increase awareness of the latter among employees and managers.

- People Plan - You provide insights, recommendations, feedback, and ideas on the development of the people plan, and you manage the implementation of the holistic plan (e.g., talent management, leadership effectiveness, diversity, and inclusion, culture) for an organization.

- Organizational Diagnostics - You partner and consult with peer HR disciplines on organizational diagnostics. You identify new data sources; interpret results of analyses provided by HRBI to diagnose talent management processes/programs, talent needs, and risks; provide recommendations on organizational strategies, goals, and actions; and, contribute to implementation plans based on results.

- Change Design and Orchestration - You orchestrate and implement change, adapting to new or changing structures, cultural change, or business-specific programs/processes for an assigned organization. You evaluate internal business drivers, environmental factors, risks, and benefits to foster change adoption and collaborate to develop change management strategies and training materials.

- Leadership & Team Performance - You assess leadership effectiveness and performance data and document/report findings. You recommend inclusive leadership practices and implement interventions to improve leadership and team performance. You contribute to leadership capability planning for an organization, and coach managers and leaders through organizational change.

- Strategy Clarity & Alignment - Leveraging your understanding of the business strategy for your assigned organization, you execute on people and organizational priorities to drive business decisions and achieve specific business goals. You identify areas for improving the clarity and effectiveness of strategy execution and participate in the implementation of interventions.

Knowledge, Skills, And Abilities:

- Program/Project Management - The ability to effectively lead and facilitate project and program outcomes through the identification of key outcomes and deliverables achieved through dedicated and virtual teams. Able to manage and deliver project/program outcomes through clear communication of goals, accountabilities, timelines, etc.

- Business Acumen - The ability to understand the parts of the business and their interrelationships. This includes skill in understanding the industry, competition, and expected future developments and challenges, the business's competitive strengths and weaknesses, opportunities to grow the business and reduce operating costs, and awareness of the environment for opportunities.

- Talent Management - The ability to strategically look at organizational capability requirements and align them to a robust talent plan for critical roles and key leadership positions; have both internal and external talent perspectives.

- Data Analysis - The ability to systematically gather information from a variety of sources, analyze information, identify implications of data, draw conclusions, generate alternatives and solutions, and evaluate the consequences of choosing each alternative using quality metrics and data. This includes the ability to convert general data and findings into applied, specific information and suggestions that add value to business planning and strategies.

- Leadership Development - The ability to prepare leadership development plans that focus on the strategic investment in human capital within the organization (e.g., talent identification and management, individual development planning, management development, 360-degree feedback, succession planning, mentoring, and coaching).

- Organizational Development - Knowledge and application of organizational development theory. This includes knowledge of organizational behavior, organizational capabilities and change management, and workforce planning and succession planning procedures.

Required/Minimum Qualifications :

- 8+ years of work experience in Human Resources

- Master's degree in Human Resources, Business, or related field

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