Executive Director, HR Business Partner - Mid-West

At CVS Health, we’re building a world of health around every consumer and surrounding ourselves with dedicated colleagues who are passionate about transforming health care.

As the nation’s leading health solutions company, we reach millions of Americans through our local presence, digital channels and more than 300,000 purpose-driven colleagues – caring for people where, when and how they choose in a way that is uniquely more connected, more convenient and more compassionate. And we do it all with heart, each and every day.

Position Summary

As the Executive Director, Human Resources Business Partner – Mid-West you will support the Division Vice President to lead the Mid-West Retail team of 5 that supports approximately 18,000 colleagues. In this role, you and your team of HR professionals will be responsible for developing and executing various strategies for the Division. Utilizing the human resources centers of excellence, you will advise to develop divisional people strategies and align, build and execute to address the current and future direction of the business.

Major Responsibilities:

• Partner with Retail and Pharmacy Divisional Operations Leaders to develop and execute both long and short term business plans, providing input beyond the HR strategy
• Challenge business partners think differently regarding HR and operational issues; Act as a thought partner, challenging current thinking and modeling creative problem-solving to impact business decisions
• Identify the HR levers (selection, job design, training, compensation, recognition) that will improve the impact of organizational capability on business outcomes
• Partner with HR peers (HRBPs and COE) to provide integrated solutions to the business
• Drive talent development strategies and goal setting for Store colleagues and Field Management
• Partner with COE’s to create and execute engagement and labor relations strategies.
• Team with business leaders to organize their optimal structure and human capital requirements
• Evaluate and adjust human capital based on business needs in partnership Business Leaders
• Champion a change capable organization that helps colleagues to thrive in a constantly changing environment
• Orchestrate the pace and process of change (i.e. new rollouts, programs, tools, etc.) to ensure delivery of outcomes by helping leaders to clearly articulate critical few behaviors to inspire colleagues and build openness
• Assess commitment and sustainability of change(s) using a variety of methods to gather colleague perspective
• Broker advising, project, and other work with Centers of Excellence, using Enterprise resources and expertise
• Diagnose issues at a Division level and engages appropriate COE expertise
• Share key insights and actions based on HR data and metrics
• Utilize trend reporting to help Leaders make business improvements; sponsors new ideas/solutions; takes initiative to improve results
• Enthusiastically identify future trends and potential root causes
• Anticipate and probe into the core of problems to determine underlying patterns, root causes and identify and implement optimal short- and long- term solutions
• Demonstrate technology, tools, and resources to optimize organizational effectiveness (people, process, policy)
• Ensure selection and talent management tools are being used effectively by all
• Integrate relevant data and information (for example, labor statistics, seasonal data, unique market characteristics, local labor supply, organizational planning), and apply the findings to positively impact the Divisional HR strategy
• Make recommendations for specific compensation changes; ensures fairness in all compensation related decisions
• Partner with Advice and Counsel COE as needed to ensure all policies and procedures are being communicated
• Recognize, articulate and shape company culture
• Ensure teams are exhibiting the CVS Health values and partner with them to shadow appropriate behaviors
• Consistently uphold culture norms publicly
• Drive diversity awareness and demonstrate behaviors that create a culture of acceptance and inclusion
• Dedicatedly assess business for possible union vulnerability; work with Leaders and Labor Relations to resolve employee concerns, educate team to avoid union related issues
• Drive the development of innovative and effective processes designed to increase colleague engagement and organizational success
• Sustain Leader focus on engagement of colleagues; recognizes trends; designs and implements solutions

Required Qualifications

The candidate will have a strong work ethic, be a self-starter, and be able to be highly productive in a dynamic, collaborative environment. This position offers broad