Senior Director, HR Business Partner

As an EEO/Affirmative Action Employer, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, or veteran status.

WM, a Fortune 250 company, is the leading provider of comprehensive waste and environmental services in North America. We are strongly committed to a foundation of operating excellence, professionalism and financial strength. WM serves nearly 25 million customers in residential, commercial, industrial and municipal markets throughout North America through a network of collection operations, transfer stations, landfills, recycling facilities and waste-based energy production projects.

I. Job Summary
The Sr. Human Resources Business Partner (HRBP) is responsible for providing expertise and guidance in the areas of culture, change management, strategic coaching, talent assessment and development, succession planning, performance management, and organizational design. 

Our People function is responsible for partnering with the business to help solve complex organizational challenges, while ensuring we have the right people in the right roles, helping us drive results and grow our business. The HRBP will flex from strategic planning to daily support of designated client groups, while operating as an employee advocate and change agent. They will assess and anticipate HR-related needs, communicate needs to the business units and seek to develop integrated solutions. The HRBP has a business first, HR second mindset. 

The HRBP will collaborate with line leaders to ensure that their organizations deliver value to stakeholders by defining and delivering competitive strategies. They help shape the business strategy, conduct organizational diagnoses to determine which capabilities are most critical, design and deliver HR practices to accomplish strategy, coach business leaders to behave congruently with strategy, and develop approaches that achieve shared organizational objectives.

II. Essential Duties and Responsibilities 
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Other minor duties may be assigned. 

• Serve as the Sr. HR Business Partner to 2 -3 SVPs and their leadership teams (~15 VPs), by providing strategic and hands-on team support with daily HR needs 
• Inform COEs on business needs and deploy core HR initiatives (annual performance review, engagement, talent planning) to assigned client groups
• Create, guide and facilitate workforce planning, succession planning and organization structure input to achieve business unit targets and milestones; integrated partner in the talent acquisition process from recruitment through onboarding; encourage building strength through diversity and inclusion 
• Identify strategies to increase employee engagement through effective communication, policies, and practices 
• Develop people strategies and create a high-performance culture through talent management, performance management, and leadership development (coach, counsel, career development, performance management) 
• Build team effectiveness by developing small scale, organizational interventions specific to the unique requirements of the business unit 
• Identify training needs for business units and individual executive coaching needs 

III. Supervisory Responsibilities
The highest level of supervisory skills required in this job is the management of managerial employees. This includes:
 

• Direct supervision of full-time employees, including:
• Indirect supervision of full-time employees.

IV. Qualifications
The requirements listed below are representative of the qualifications necessary to perform the job.

A. Education and Experience
 

• Education: Bachelor's Degree (accredited) in Human Resources, Business Administration, or similar area of study, or in lieu of degree, High School Diploma or GED (accredited) and four (4) years of relevant work experience.
• Experience: Fifteen (15) years of relevant work experience (in addition to education requirement) with progressively responsible human resource management roles. 
• Preferred: Master's Degree, MBA, or equivalent experience, and fifteen (15) or more years previous experience.

B. Certificates, Licenses, Registrations that contribute to Success 
 

• SPHR certification is preferred.

C. Key Competencies 

Strategic Influence
 

• Creating and executing influence strategies that gain commitment to one's ideas and persuade key stakeholders to take action that will advance shared