HR Business Leader Networking BU

HR Business Leader Networking BU

  

This role has been designed as ‘Hybrid’ with an expectation that you will work on average 2 days per week from an HPE office.

Who We Are:

Hewlett Packard Enterprise is the global edge-to-cloud company advancing the way people live and work. We help companies connect, protect, analyze, and act on their data and applications wherever they live, from edge to cloud, so they can turn insights into outcomes at the speed required to thrive in today’s complex world. Our culture thrives on finding new and better ways to accelerate what’s next. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good. If you are looking to stretch and grow your career our culture will embrace you. Open up opportunities with HPE.

Job Description:

   

The HR Business Leader is a seasoned business leader with global experience and perspective, acting as a strategic partner to executive business leaders while serving as a steward and curator of the company culture and talent.

Establishes the people strategy and aligns the business and functional priorities into talent imperatives for assigned business areas. Drives continuous business transformation and operating model changes by finding new streams of value across the organization. Collaborates with internal and external customers, communicates with and provides business input to other parts of HR regarding the design of policy and program solutions that attain both business and enterprise objectives, as well as promote the credibility and capability of a “One HR” brand.

Management Level Definition:

Leads a large or broad function/department within a multifaceted organization. Responsible for operational success, strategic alignment and integration of activities with other major organizational functions. Responsible for one or more recognized professional disciplines. Fully accountable for the success of the designated function or department. Influences strategy and sets policy and direction. Owns a significant number of measurable functional, operational and strategic goals or priorities. Assumes responsibility for the successful implementation of business plans in a defined area of responsibility. Contributes to the overall strategic definition of a function with strong business acumen. Acts as a key advisor to executive management in influencing the strategic direction of the business. Reports to VP.

Responsibilities:

Supports Executive Leader of Campus & Branch for HPE Networking BU (previuosly HPE Aruba Networking)

• Campus & Branch for HPE Networking BU including C&B business group:  Including PLM, TME, SW Engineering, NPI (ownership), L4/L5 Escalation Support, Mist APs, Procure switches, Aruba APs, Athonet & Ent private 5G, Instant On (APs & switches)- & Instant On Platform, Airwave, Technologies & platform specific components (EX), Mist platform Mist Services & Mist management, Cloud Technologies that interacts with Greenlake team, Aruba Central On Prem & Cloud, Functional & Solution Testing·      

• HR BU strategist tasked to define, design and operationalize end to end  Global HR BU strategy; drive adoption, customization of Corporate program within business;

• Leads Geo governance, compliance on labor laws, regulations and Partner with COE & Shared Services to shift left (ops work to Shared services)

• Develops and leads planning, design, implementation, communication, and delivery of the company's HR initiatives across a large business group.

• Applies emotional intelligence to establish partnerships with and influence at the SVP or VP level on a regular basis.

• Actively participates in business planning and establishing strategic objectives, priorities, and associated tactical plans.

• Sought out by business leaders for input, insight, and recommendations.

• Partners with global and local leadership teams to construct components of specific business plans, including applicable and talent, workforce, and scenario planning.

• Assesses competency gaps based on strategic priorities.

• Creates talent strategies to close existing or anticipated gaps (e.g., upskill/develop existing talent or acquire new talent).

• Demonstrates a high level of data acumen proficiency in interpreting, analyzing, and drawing meaningful insights to identify workforce trends and challenges.

• Drives strategies and initiatives with an industry and market mindset at the global/business group level by exercising some governance oversight in one or more areas (e.g., key policy decisions,