Director People Business Partner Commercial US (Sales, TM & CM)

About the Role:

This position serves as a People Advisor to the US Sales, US Trade Marketing & Category Management and North America Business Planning and Development teams. A successful People Business Partner acts as an employee champion and change agent, communicating needs proactively with our Human Resources/ People & Organization (P&O) and commercial leadership teams. The position formulates partnerships across the P&O function and the business to deliver value-added service to management and employees that reflects the business objectives and values of the organization. The People Business Partner (PBP) maintains an effective level of business literacy about the business unit's financial position, its culture, and its competition across Ferrero North America. This person will report to the Commercial People Business Partner North America and sits in our Parsippany, N.J. office.

The PBP will plan, lead, direct, develop and coordinate the policies, activities, and staff of the immediate team, ensuring compliance and implementation of the organization’s mission and talent strategy. This role currently manages 2 direct reports, supports 3 North American Board Members in Parsippany and approximately 300 employees. 

Main Responsibilities:

Employee Relations
•    Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
•    Works with the business to identify performance gaps for employees/teams and provides applicable trainings/internal connections that will support closing these gaps.
•    Manages all Performance Improvement Plans (PIPs) by supporting line managers on discussions, employees on actionable items for improvement, and meeting legal requirements.
•    Strategizes with management and employees to improve working relationships, build morale, and increase productivity and retention. 

HR Cyclical Management
•    Manages and facilitates performance cycles across all commercial teams, ensuring consistency in application of the process and probing when necessary.
•    Manages and facilitates succession planning sessions, utilizing outcomes throughout recruitment processes to support retention and employee career experiences.
•    Facilitates Salary Review processes with Line Managers while staying within budgetary limits and ensuring internal equity across the Commercial organization.
•    Analyzes all performance, succession planning and salary review data to ensure fairness against D&I initiatives.
•    Reflects and strategizes on all HR-related processes through analysis and discussions, to find gaps in current process and provide solutions that would best work for the business.
•    Supports the business by being an advocate of their needs through recruitment, regrading of roles, budget and headcount planning.

Leadership Support
•    In collaboration with the line manager, supports US Sales, US TM&CM and NAM BP&D Board Members to identify team needs, partners on People-related projects and provide overall support.
•    Regularly interacts with the Board Member’s direct reports to stay up to date on business and personnel needs, and partner on People-related topics, issues, and projects.
•    Provides updates to Board Members on People-related topics and overviews of their teams
•    Facilitates group discussions across Board Members around People-related opportunities, and strategizes with them on solutions.
•    Identifies underlying issues through conversations and provides feedback/possible solutions.
•    Gains confidence and trust from leadership and teams through honesty, integrity and authenticity.
•    Anticipates People-related needs on teams and brings awareness to leadership before needs turn into engagement issues.
•    Seeks to understand functional roles, team interactions, and overall brand initiatives to best support teams through recruitment processes, ad-hoc requests and provide best solutions.

Misc.
•    Understands People objectives, business objectives, and identifies opportunities to support both. Partners with Centers of Excellence to understand gaps, analyze trends and aligns on solutions to further develop solutions, programs and policies.
•    Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Consults with line management, providing HR guidance when appropriate. 
•    Assists international employees with expatriate assignments and related HR matters. 
•    Identifies training needs for business units and individual executive coaching needs. 
•    Participates in evaluation and monitoring of training programs to ensure success. Follows up to ens