Global HR Lead, DSI

Company Description

Dentsu Sports International, Inc. (DSI) is a global sports network comprised of MKTG Sports + Entertainment, a global lifestyle marketing agency and Dentsu Sports, a leading sports rights holder including federations, leagues, events, teams, and venues. Born out of Dentsu Group, one of the world’s largest and highly regarded marketing communications companies, DSI leverages deep insights and its networks of seasoned, highly experienced team members to establish powerful connections between sports properties and brands to deliver end-to-end solutions for its clients.  DSI’s core mission is to be the most innovative and collaborative sport business network in the world. DSI believes that sport has the power to impact human behaviour and is committed to making lasting change and creating new value in the sports business. www.dentsusports.com.

Job Description

The purpose of this role is to lead the development and implementation of an integrated HR strategy aligned with the DSI business to identify and achieve its strategic business goals.  The role will lead DSI’s HR function globally to build DSI’s organizational capability for tomorrow’s business needs by maintaining a high-performance culture of continuous improvement.

The role is aligned to the business’ values and business strategy and achieves commercial goals through the delivery and implementation of people strategies. The role operates as a member of the DSI executive leadership team and partners closely with Dentsu’s expert network teams (talent, reward, operations, DEI) while actively leading change initiatives to support a culture consistent with the DSI mission and values.

Key accountabilities

• HR strategy – Uses a deep understanding of key business drivers and strategic challenges to co-create, design, lead and implement a people strategy that aligns with the business vision and strategy to deliver commercial business outcomes. Works closely with the HR talent in each market to ensure alignment with global strategy.
• Senior business relationships - Builds strong partnerships with key senior business and functional leaders, establishes creditability as a strategic business partner by developing a robust understanding of the business direction and competitive landscape. Actively provides insights that would improve the effectiveness and decision making of the leadership team and leverages advanced influencing skills. Acts as a confidante, coach, and constructive challenger.                                                          
• Talent and resource strategy & management - Creates buy-in for an effective talent and resource management strategy which is successful in attracting, developing, mobilizing, and retaining the high caliber of talent that will drive the business forward. Participates in the organizational design and definition exercise and drives an effective talent planning agenda.
• Lead and develop the HR function - Leads and develops the HR function to deliver the business strategy.  Maintains a strong high potential HR talent bench and contributes to internal succession planning. Continues to contribute to the transformation of the function with a focus on opportunities for operational efficiency and continuous improvement.  Ensures the bulk of the HR investment is focused on high value activities.

• Business management - Has a clear understanding of the organization’s capabilities and understands how this aligns with the broader work in the business. Ensures the group strategy is sustainably supported by optimal levels of people investment and resourcing. Partners closely with finance colleagues to align people and financial data to understand and support people measurement and decision making and influence investment in accordance with priorities, budget and staff cost ratio principles. Plays a key role in budget and financial planning meetings.

• People leadership – Acts as a key driver of business performance and culture by acting as a role model and applying people leader accountabilities to create an engaging and inclusive employee experience for our team that inspires people to be the best they can be and supports them in executing our collective business vision and achieving our business goals. Champions and delivers on creating a more diverse workplace by leading HR initiatives that will drive change. Ensures the business leaders are held accountable for role modelling the vision and values and embedding the DEI agenda in their goals and operations.
• Data and insight – Utilize data and insight to support leaders, drive informed decision making and as a measure of output and initiatives.