Director, HR Business Partner - ITS

This is a Hybrid position with occasional travel due to global responsibilities.

PURPOSE AND SCOPE:

The Director, HR Business Partner (HRBP) for the Information Technology Solutions (ITS) Department serves as a strategic advisor and consultant to IT leadership, aligning human capital strategies with business objectives. This role is responsible for driving organizational effectiveness, talent management, workforce planning, and culture initiatives that support the evolving needs of a dynamic, innovation-driven IT function.

Drives the development and rollout of human resources initiatives to multiple business lines or large site to support culture change to achieve business goals. Participates as a member of business or site leadership team. Uses HR data to drive and support management decisions. Manages members of an HR department in the delivery of HR services to assigned business lines or large site. Responsibilities include, but are not limited to, employment, employee development, compensation and rewards, employee relations, and personnel administration. Participates on cross-organization task teams.

PRINCIPAL DUTIES AND RESPONSIBILITIES:

• Collaborate with IT executives and senior leaders to understand business goals and develop HR strategies that support organizational performance, transformation, and growth.
• Lead workforce planning, succession planning, and talent development initiatives to ensure the IT organization has the right skills and capabilities for the future.
• Support organizational design efforts, including team structures, role clarity, and change management strategies to enable agility and scalability.
• Champion a high-performance, inclusive culture by leveraging engagement data, facilitating action planning within the IT function.
• Provide coaching and guidance to IT leaders on leadership effectiveness, team dynamics, and employee relations matters.
• Partner with Centers of Excellence (COEs) to implement enterprise-wide HR programs (e.g., performance management, compensation, learning) in a way that meets the unique needs of the IT organization.
• Use HR analytics and metrics to inform decisions, identify trends, and recommend solutions that drive business outcomes.
• Provides strategic leadership of short- and long-term goals through the use of thoughtful techniques in the communication of the company's mission and core values as a means to implement positive change and/or create organizational structure within the assigned business unit(s).
• Provides ongoing review and makes recommendations to business and functional leadership to ensure that talent management policies, procedures, and processes are current, aligned with, and in support of business strategies and initiatives.
• Strategic leader with broad-based knowledge in individual departments, and strong knowledge of industry practices and business principles. Works on complex issues where analysis of situations or data requires an in-depth knowledge of the company.
• Partners with corporate recruiting to develop recruitment strategy and employee selection process according to standard recruitment and employment practices and processes.
• Develops, interprets, and guides managers on application of policies and employee handbook provisions.
• Maintains responsibility for agency compliance with federal and state legislation pertaining to all personnel matters.
• Communicates changes in agency personnel policies and procedures and ensures proper compliance is followed.
• Assists executive management in the annual review, preparation, and administration of agency wage and salary program.
• Consults with legal counsel as appropriate, or as directed, on personnel matters.
• Works directly with department managers to assist them in carrying out their responsibilities on personnel matters.
• Develops and implements best in class policies, programs, services, including but not limited to: workforce planning; employee relations and communications; training, development, and succession planning; recruitment, talent management, and retention; compensation and benefits; employment practices, legal compliance and procedures.
• Ensures the delivery of outstanding service in the areas of employee engagement, and organizational change and improvement.
• Ensures budgets and schedules are within company requirements with significant organizational responsibility for the overall control of planning, staffing, budgeting, expense priority management, and recommendation and implementation changes of current methods.
• Reviews and complies with the Code of Business Conduct and all applicable company policies and procedures, local, state, and federal laws and regulations.
• Ensures all employees within the assigned team(s) understand and