HRBP Director, ESS

Company Description

If you are inspired by partnering with business leaders who are driving change and transformation across integrated business and technology teams, this role is for you. If you are interested in authentic, smart, and driven leaders who believe in the hearts and minds of their workers and that their contribution matters, then this is a team you will thrive in. Experian Software Solutions (ESS) is looking for a best-in-class Human Resources Director to join our team. In this role, you will work closely with ESS Executives globally to establish and develop talent and organizational strategies intended to attract, develop, and engage the workforce. You will play an integral role in driving a high-performance culture in a cutting edge, fast paced, and transforming business.

Job Description

Key Elements of this Position

Reporting to the Chief HR Officer for ESS, EITS and EGSO, this position provides HR consultation and direction in people strategy, change management, M&A integration, and leadership development. This leader may call on subject matter experts and resources from the Centers of Excellence to provide deep knowledge and guidance in Leadership Programs, Organization Design, Total Rewards and Talent Acquisition. This role is hands-on when it comes to Executive Coaching, M&A Integration, Workforce Analytics, & Talent Management initiatives like succession planning & leadership development. The Director will work in a fast paced, complex, matrix culture and will need to partner with functional experts in HR across several regions to deliver on specific needs. This individual will partner closely with multiple senior leaders and stakeholders that manage team members across multiple global regions.

Some travel may be required including international travel.

Areas of focus for this position

HR Business Consulting - Providing HR business consulting on complex topics to multiple senior leaders within ESS. This HR Director will advise, coach and facilitate discussion with leaders so that together a people plan is built and implemented. The HR Director will also partner with the leaders to drive the vision and strategy for their respective teams. 

Talent Strategy: Guide leaders in developing a “buy, build, borrow” strategy for talent globally and collaborate with Talent Acquisition to hire new and diverse talent as needed by the business. 

Leadership Development:  Develop leadership strategies targeted to the management level and work closely with corporate Talent Management experts to implement what makes sense for a high growth and dynamic business.

Employee Development:  Translate needs into development programs that target career pathing and helping managers learn to coach and give feedback to employees.

Diversity, Equity and Inclusion: Drive initiatives that foster an environment of belonging and inclusion. Strong focus on attracting, developing, engaging, and retaining diverse talent.

M&A Integration: Develop and execute integrated solutions collaborating with the CHRO and other stakeholders including acquired company’s stakeholders to deliver value-added solutions that furthers business objectives, actively manage and own the human resources post-deal integration workplan and provide regular status updates.

Change Management:   Facilitate the development of a high-performing team, driving culture change through initiatives that evolve the culture and the talent.  Provide support as work occurs with cross-functional teams across multiple departments to design and implement such solutions and process improvement to ensure a holistic approach that succeeds for the broader business.  Function as a member of the leadership team providing insights and recommendations on ways to continuously improve the organization, implement new growth strategies, and achieve financial objectives. 

Organizational Design: Align the structure of an organization with its objectives, with the aim of improving efficiency and effectiveness.

Other focus areas may include Strategic Workforce Planning, Succession planning, pipelining strategies and special projects.

Qualifications

What type of background are we looking for?

Definitely someone with “A Game” influencing skills. If you are energized in a fast paced, entrepreneurial either mid-size or large organization, where a matrix means navigating structures, negotiating best for all and sharing resources, we want to meet you.  

• A Bachelor’s degree is required, and an MBA or master’s degree is a real plus. 
• Eight to ten years of proven success working with senior leaders in a highly matrixed and/or global structure.
• The ideal candidate will have managed projects, guided a business team through org design and transforma