Director, Human Resources

About this Role:
The HR Director is responsible for providing HR consultation to one or more global and/or regional BU leadership teams. This individual drives the implementation of business unit specific HR programs and strategies. Identifies and analyzes business and people issues where HR solutions can be leveraged and implemented. Demonstrates credibility by building collaborative relationships with the business unit leadership team(s) and all HR partners and specialists. Manage, mentor and develop HR Partners and HR Associates.

What you’ll do:

• Program Management Responsibilities: In partnership with relevant HR COEs, oversee talent projects and programs that impact the Global Sales & Conferences Bus. Examples include: Internal Mobility programs, recognition and reward programs, competency assessments by role, organizational design and effectiveness strategies, etc. Participate in enterprise strategy projects sponsored by our executive committee Act as “go to” for COEs when it comes to HRP lens on HR-wide programming. Connect the dots across various Sales channels to influence forward-looking talent strategies. Act as a leader among HRP community in driving best practice execution and driving innovation of existing programs

• Workforce Planning & Organizational Development – Analyze and provide guidance on the business unit’s current organizational state and future requirements. Craft and revise role profiles as needed to facilitate business planning. Design and implement solutions to meet business needs.

• Recruitment & Retention – Partner with Recruiting to ensure a conscious, deliberate approach to attracting and retaining top talent from both inside and outside the organization.

• Succession Planning – Support leadership preparation for Operating Committee and business unit annual talent review sessions. Lead business unit talent reviews in order to identify top talent and succession planning strategies. Recommend and implement retention strategies to minimize unwanted attrition, particularly in business unit critical roles, specialty skill sets, and in highly competitive critical marketplaces.

• Compensation & Benefits – Lead annual salary, bonus/commission, and equity planning process with business unit leadership, ensuring highest performers are compensated in line with their business impact and contributions. Provide ongoing global compensation analyses and recommend market adjustments as needed to ensure top talent is retained. Collaborate with global compensation and benefits partners to drive participation in annual benefits enrollment processes.

• Employee Relations – Minimize risk to organization by actively responding to and addressing associate concerns in a timely manner. Conduct complete investigations and make recommendations based on findings/facts. Escalate issues/concerns to HR leadership and business unit leadership as appropriate. Collaborate with legal and outside counsel as needed to address complex or highly sensitive issues.

What you’ll need:

• 10-12 years of progressive HR experience, strong business acumen

• Proven HR-wide or enterprise-wide program management experience

• Unstructured problem solving

• Ability to leverage data/insights to recommend strategies

• Structured/framework thinker, but agile enough to pivot.

• Lets common sense prevail/doesn’t overcomplicate or boil ocean (comfortable with version 0.5)

• Proven HR Generalist skills including employee relations, employment law, employee engagement, succession planning, comp, performance management, workforce planning, recruitment, and training and development.

• Strong analytical skills to deliver HR programs and strategies that effectively address business issues.

• Track record of achieving results that contribute significantly to the business.

• Excellent communication and interpersonal skills, problem-solving and decision-making skills, and ability to handle sensitive situations/documentation.

Who you are:

• Strategic partner serving as a key member of the senior leadership team(s) and/or Group Vice President level leadership team(s). Provide direction for the business unit in the area of strategic HR planning and operations. Lead a team of HR professionals and support staff that provide abroad range of HR consultation, solutions, and services to the business unit.

• Trusted HR advisor able to coach Group Vice President Leadership (where applicable, may be Operating Committee leaders) and their direc