Director, Human Resources

 

 

Position Summary:

 

The Director, Human Resources is an exciting and meaningful role responsible for partnering with senior business leaders within Bentley’s purpose driven revenue generation function, the Account Advancement Group (AAG). The mission of this role is to influence and implement talent strategy in a business unit with over 1,000 passionate colleagues located throughout the globe. 

 

The Director, Human Resources will operate as a key Colleague Success Partner and thought leader alongside AAG's leadership to bring exceptional value to our users and colleagues while fostering a positive environment where people are proud to work. The Director, Human Resources will provide  strategic insight and guidance, as well as lead and implement  projects impacting all aspects of colleague strategy, including but not limited to talent acquisition, compensation, colleague experience & engagement, talent management or colleague relations. Our culture is key in being of service to each other as well as professionals around the world who design, build, and operate infrastructure.

 

The right candidate will be someone that has as much interest in people behavior as in how business gets done. If you thrive in fast-paced environments and feel comfortable operating in complex situations where there aren’t clearly identifiable "right answers", you’ll love it here.

 

The Director, Human Resources will report hierarchically to the Senior Director, Colleague Success Business Partnership. Work location is in the Exton, Pennsylvania area in a hybrid or office-based setting.

Responsibilities:

As a Strategic Partner in AAG:

• Work with the Chief Revenue Officer (CRO) and other global AAG leaders with high level of autonomy and accountability to engage Accounts and Users together as One Team to deliver growth and meaningful outcomes, ultimately meeting revenue targets.
• Be an HR coach to senior leaders of the Business Unit, partnering with them, providing a safe space for discussion, role-playing, exchange of ideas, etc.
• Nurture organizational performance culture to support strategic objectives and enable colleagues to do the best work of their careers
• Support business scalability through intentional Succession Planning and promotion of career growth with a diverse and inclusive mindset.
• Drive AAGs Workforce Planning motions, identifying and addressing talent gaps.
• Optimization of organizational design and structure to support strategic objectives.
• Connect regularly with new leaders in the organization: provide context, orient and coach them along their journey.
• Identify and analyze critical People metrics (i.e. attrition, engagement, movement, etc.) and use insights to develop improvement projects. 
• Assess and advise on the People implications of strategic programs. 

 

As a bridge between Colleague Success and AAG:

• Take a leadership role in elevating all Centers of Excellence within the Colleague Success team, including but not limited to Talent Acquisition, Colleague Experience, Total Rewards, Technology & Analytics, Colleague Relations, and Colleague Services, to ensure they have the context on business acumen, priorities, and strategy as it relates to AAG to do their jobs to do the best of their ability.
• Work closely with Colleague Success to make sure that corporate programs, processes and initiatives are rolled out taking into consideration AAG’s structure, operational rhythm and strategy, suggesting adaptations where necessary. 
• Act as the HR leader  and escalation point for the Business Unit in Colleague Success matters.
• Work with other CSBPs to apply best practices as consistently across the organization as possible and align priorities. 

 

Other:

• This is a Full-Time role expected to work 40 hours per week.
• This role may require infrequent travel to other Bentley locations, approximately once per quarter at most.
• Requires sitting or standing at will while performing work on a computer (or any other physical requirements).

What You Bring to The Team:

• Bachelor’s degree in Human Resources, Business, or Finance; or equivalent experience.
• At least 8 years' experience in a similar role, working with senior leaders on strategic People projects.
• Solid experience in Go-to-Market organizations in global companies.
• Proven ability to coach, influence, and build relationships with internal and external stakeholders.
• Demonstrated business acumen.
• Delivery bias and sense of urgency. Focus on delivering value to the business regularly.
• Data-driven. Comfortable working with diverse data sets, extract meaningful