Director Business Partner Global Commercial Office

At TE, you will unleash your potential working with people from diverse backgrounds and industries to create a safer, sustainable and more connected world. 

Job Overview

TE's HR Business Partners implement Human Resources policies at the business unit level partnering with management to drive company-wide programs and initiatives (i.e. succession, talent acquisition, total rewards and change management). They foster partnership across the HR function to deliver value-added service to management and employees that reflects the business objectives, strategies and policies of the organization.

 

The Role:
The candidate will be a well-rounded senior HR Professional with a solid mix of global experiences gained by working and possibly living across multiple geographies and partnering with senior business leaders with global remit. This is an Individual Contributor role, that influences through his/her thought leadership in a heavily matrix organization – both within business as well as Global HR function. 

The candidate will bring proven experience in partnering with business leaders on driving transformation, our strategic plan and talent agenda within assigned functions. The successful candidate will report to VP Global Automotive.
The position can be remotely based anywhere, with a preference for Europe. For all locations close to one of our Automotive locations would be beneficial but not required. Location will however determine the need to travel but travel is anticipated around 20-30% overall.

Key Responsibilities:

 

Strategy:

• Business Unit and Commercial Strategy: Influences and contributes towards shaping the functional strategy in alignment with the Global Auto strategy, with primary focus on deployment of right capabilities enabling organic and in-organic growth opportunities and creating a right culture with focus on customer excellence.
• Organization Design: Partners with functional leaders to review the effectiveness of current organization design and influence the design.
• Mergers & Acquisitions: Collaborates with M&A Integration team during due diligence phase and further ensures the successful integration of various functions within BU.
• Leverage HR Analytics: Analyze trends and metrics as they apply to client groups, develop proactive actions to further support business objectives and people strategy. 
• Strategic Workforce Planning: Strengthen the Strategic workforce capabilities within the functions through systematic approach and talent forecasting and planning tools while also building flexibility and agility considering cyclical nature of our business.
• Culture: Shape and create the culture of accountability by ensuing business leaders are driving the commitment to culture transformation initiatives within their respective business area.

 

Execution:

• Project Management: Drives strong project management cadence and effectively manage multiple and competing priorities balancing the focus between business and HR functional priorities.
• TE HR Operating Model: Leverages on TE HR Operating Model to deliver on best and timely HR services and ensure good understanding of business priorities and projects within the broader HR Community.
• HR TEOA: Drive HR operational excellence through TEOA and on-going identification of continuous improvement opportunities across HR processes and systems.
• Talent Acquisition: Ensures putting strong cadence to review performance of RPO hiring solution and Executive Recruitments using standard dashboard and collaborate to effectively resolve any escalations.
• Global HR Processes & Systems: Ensure smooth compliance with TE Global HR Processes such as Performance management, yearend compensation review etc.
• Talent Management and Organization Leadership Reviews (OLR): Build and execute pro-active approach and cadence within the client leadership team to drive successors readiness, improvement in gender diversity and employee engagement and inclusion index.

 

Talent:

• Leadership Coaching:  Partner with the Leadership Team to provide advice, creative problem solving and counsel on HR related business matters. 
• Leadership Effectiveness: Coach and counsel senior business leader in driving their own and team development through systematic use of information from leadership evaluation process and tools (LDW, 360 Feedback, Leader simulation, LEI Index etc.)
• Succession Pipeline: Put strong cadence and governance to measure progress of succession pipeline for all commercial leadership and value creation roles.
• Self-Development: Foster own development through networking with peers across IS and other segment, partnering with CoE Teams on initiatives with common purpose and