The Director, HR Business Partner is accountable for the budget, performance, and results of the HR Business Partner teams which may span one or many locations typically within a domestic market. The role is responsible for aligning business objectives with employees and management in designated business units. The role formulates partnerships across the HR function to deliver value-added services to management and employees that reflect the business objectives of the organization. The role plays an important role in establishing and driving HR programs/talent initiatives forward within specific company functions ensuring those align with the company's business objectives. The role has full management authority for staffing, performance, discipline, pay decisions, team development, and other personnel actions.
Develops and maintains strong relationships while building credibility with business groups to understand their needs, goals, and challenges.
Drives the organization towards a culture of excellence in which employees feel engaged and inspired to deliver business results by collaborating with HR and business leaders. Develops operating policies and procedures that impact the functioning of the HR team across locations after analyzing their business implications and designing approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction.
Participates in the selection of candidates for senior positions. Collaborates with other leaders to drive performance management, learning and development, and key HR process development.
Establishes governance and ensures compliance with companywide policies, employment laws, and regulations. Develops and monitors budgets, KPIs, schedules, and performance standards. Develops plans for adjusted courses of action wherever needed.
Leads change management planning and activities in the domestic market. Implements organizational structures that improve individual and organizational performance, including during times of change such as mergers and acquisitions, while ensuring minimal business disruption.
Leads briefings and coaches business leaders to solve significant people and culture issues; provides expertise in technical and regulatory aspects of employment, including hiring, termination, performance management, rewards, etc. Advises leaders on strategies to grow talent and develop technical capability pipelines for the business unit.
Leads the HR program advocacy across locations under jurisdiction through frequent interaction with internal management and senior leaders across the business, communicating the business value of HR initiatives such as improved employee productivity, a positive work environment, etc.
Develops organization-specific people and workforce plans and roadmaps to align the workforce with business needs and leads their implementation. Analyzes and studies relevant monthly and quarterly HR Dashboards and develops appropriate operating processes and procedures in line with companywide policies in collaboration with Business stakeholders.
Drives the short-term to mid-term execution of strategies to attract, engage, and retain the talent required to support business growth. Oversees the administration of talent strategies in alignment with the vision and objectives of the business and owns the delivery of short-term to mid-term HR projects to identify innovative solutions to resolve critical problems involving multiple stakeholders that have an extended impact on HR processes and outcomes.
Owns accountability for talent management responsibilities, including performance management, disciplinary action, terminations, recruitment, pay decisions, and other personnel actions.
Education:
Bachelor’s Degree or Master’s Degree (preferred) in Human Resources, Organizational Development, or any other related discipline or commensurate work experience.
Experience:
Minimum 8 years of work experience with a Master’s degree or 10 years of work experience with a Bachelor’s degree, preferably in Human Relations or a related field.
Licenses and Certifications:
Senior Professional in Human Resources (SPHR) (Preferred)
Work Requirements:
Involves occasional (defined as one-third or less of the time) lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, standing, climbing, walking, etc. Many sedentary jobs require good use of the hands and fingers for repetitive hand-finger actions. Working conditions occur within low to moderate noise levels related to the use of standard office or classroom equipment.
This description outlines the general nature and scope of work typically performed in this job. It is not intended to be an exhaustive list of all duties, responsibilities, knowledge, skills, work requirements, etc. It may vary slightly based on business or geographic needs and is subject to being reviewed and updated periodically.