Sr Director, Talent Business Partner

Sr Director, Talent Business Partner

Job Description

If you want to have the opportunity to drive strategic talent and organizational initiatives for 500+ employees across North America, while working in a highly collaborative and motivated team of HR professionals and seeking to challenge yourself and others to learn and grow, then this is the role for you! We are looking for a Senior Human Resources Director to lead and partner with executives who are building transformational solutions that underpin the K-C transformation and growth agenda.

As a senior HR leader, the purpose of your role is to continually evolve the business to win in the marketplace through our people, culture, processes, and systems. This is accomplished by focusing on talent, leadership, engagement, and effective change management. Attuned to the human aspects of the role, it is critical that you are a role model leader, talent development champion and the owner of culture transformation within the organization.

The ideal candidate will have a proven track record of operating within a global, matrix environment and delivering exceptional results. The Senior HR Director is expected to have a clear understanding of what needs to change to meet future business priorities (both planned and unplanned), as well as support leaders in navigating both the present and the future while having responsibility to determine behaviors, skills and capabilities needed to be successful. The ability to not only connect the dots but translate information and develop solutions that are relevant and sustainable within your organization is a must.

As a senior member of the North America Professional and Marketing Capabilities leadership teams, this role is vital to ensuring the function is set up for success from a people perspective - both now and in the future.

Strategic Partner - responsible for setting people strategies that build the next diverse generation of leaders and ensure the organization has the right capabilities and culture needed to deliver the strategic agenda.

• Develop and implement people strategies and successfully execute the talent agenda for North America Professional Marketing Capabilities businesses.

• Educate the business on people trends and impact to broader strategy work. Uses data and metrics to drive decisions and build recommendations for future plans and actions.

• Engage deeply with leaders and employees to understand the needs and help shape strategies resulting in the desired culture and overall talent agenda.

• Proactively identify challenges and build effective, scalable, and lasting solutions.

• Workforce planning: Identify and predict current and future talent needs. Influence the design and implementation of strategic talent management solutions (e.g., planning, movement, development) in partnership with Talent Management and business leadership. Apply knowledge of the future direction of the organization to guide talent assessment and make decisions on talent needs and solutions (e.g., whether to build, buy, or borrow talent).

• Talent Management: Identify strategies to influence the talent development plans and programs. Establish a roadmap for talent development to build capabilities across levels. Leverage and adapt talent and learning solutions to optimize core and critical talent. Drive robust succession plans for critical roles throughout the organization to create a diverse pipeline and enable the strategic development of talent.

• Talent Acquisition: partner closely with the Talent Acquisition COE on the functional Talent Acquisition strategies, employee value proposition, and employer brand in local markets around the globe.

• Advance the impact of Inclusion, Equity & Diversity (IE&D) by engaging the workforce to partner in driving solutions.

• Understand the business plans and guide the organization and job design to meet the business needs in both the short and long term.

• Utilize external best practices and provide thought leadership through customer, consumer, and employee lens to ensure people processes support an optimal employee experience and business growth.

• Develop and implement plans to strengthen employee's engagement and enablement through leaders including relevant wellbeing/engagement plans.

Operational Leadership - overall responsibility for creating the right environment to allow employees and leaders to be the best they can be.

• Create and implement plans for a working environment that encourages Inclusion & Diversity as part of KC's culture.

• Ensure leaders have the right skills/capabilities and tools to be able to manage their team members’ life cycle.

• Dev