Director Human Resources

Requisition #: 13631 

 

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Summary / Role Purpose

The Director, Global Human Resources is responsible for leading a team of HR Business Partners to drive HR strategy. This role is a trusted adviser and partner to senior leadership and their teams and will engage in business strategy assessment and review and contributing to that strategy by providing strategic HR advice which improves the quality of business decisions and drives business value.  Partnering with the HR Centers of Expertise (“COE’s”), the Director, Human Resources assesses organizational capabilities, identifies competency and talent gaps, consults on organizational design initiatives, ensures development and engagement of our employees, and drives talent assessment and succession planning. This role will proactively shape business transformation while building organizational capability, leadership strength and performance culture. This role works closely with global business leaders to provide thoughtful and relevant HR services/solutions based on a deep understanding of the market and the business and is responsible for translating strategic business objectives into an effective people plan. As a trusted advisor on all HR initiatives, this role operates in deep partnership to the business in a wide dimension of capacities and leads a specific group of global HR Business Partners geographically spread across the globe.

 

 

Key Duties and Responsibilities

• Develops deep relationships and build trust with senior executives and business leaders to provide thought leadership on people-related strategies; including leadership development, culture, employee engagement, talent deployment, succession planning, coaching and mentoring
• Advises senior leaders on the implications of short and long-term decisions, strategies, and large-scale change efforts that will yield sustainable business results
• Engages on issues of organizational design, process, and workflows to help teams operate more effectively and reach peak efficiency
• Leverages data to analyze and diagnose organizational problems to provide HR business insights.  Collaborate and coordinate with appropriate HR resources (COE’s, operations, etc.) to address business needs and provide innovative solutions
• Integrates disparate sources of information together based on the analyses provided by HR Services. Interprets data, identifies trends/themes, and presents trends to senior leadership. Uses this data to provide recommendations about strategy and goals, outlines action plans, and frames data in a way that influences the adoption of action plans.
• Defines the direction and scope of change and leads changes to new or existing programs.  Fosters change with business leaders and facilitates change implementation throughout the organization to make the most of organizational assets and strategic decisions.
• Supports and guides leadership teams on their business and culture transformation process. Applies understanding of internal and external business drivers to guide the leadership team through ongoing business evolution and changing ways of working. Collaborates with business leaders or HR partners to develop effective global change-management strategies.
• Partners with the Talent Management team to design talent movement plans for critical roles based on talent capability gaps/needs. Drives the identification of potential successors using deep business or industry insights and data, and ensures opportunities are provided (e.g., developmental plans, growth experiences) to ready successors. Establishes talent pipeline to accommodate future talent needs.  Identifies strategies to influence the talent development plans and programs.
• Leads the partnership with Diversity, Equity and Inclusion to develop Diversity and Inclusion plans for the business and drive programmatic efforts. Ensures the integration of local and business perspectives into the Diversity and Inclusion plan to increase workforce diversity and inclusion. Partners with Global Talent Acquisition to ensure alignment on the Diversity and Inclusion and strategic talent plans and to reinforce leader accountability
• Serves on the business leadership team to deliver expert advice, strategies, and solutions
• Counsels and coaches leaders on talent issues including perfor