Director, Human Resources - Lubrizol Surface Sciences, Engineered Materials & Procurement

 

How You’ll Make an Impact

Lubrizol is hiring a Human Resources Director to support a portfolio of 5 global business units in our Lubrizol Life Sciences (LLS) and Engineered Materials (LEM) segments and Procurement organization – this role will partner with the business segment Presidents and Chief Procurement Officer to develop and execute people and culture strategies for their teams globally. This role will also partner with leaders to ensure the business/function have a competitive talent base to achieve their respective goals and objectives. The HR Director serves as a trusted leader, developing rapport with senior leaders to build their capabilities related to strategic workforce planning, organizational design, change readiness, talent and compensation reviews, performance management and succession planning. This role is ideal for a candidate who has working knowledge of how people and culture create a competitive advantage for the business and are comfortable leading change that accelerates business results.

 

Key Essential Functions

• Build and sustain trusted advisor/business partner relationships with assigned business/function senior leadership team
  • Understand key drivers of business performance, how talent and culture contribute to those drivers and partner with business leaders to deliver results
  • Demonstrate courage to proactively recognize and articulate when ideas and/or strategies may not align with cultural expectations and the business vision and offer alternative solutions
• Lead a team of HR business partners that will support all HR/talent aspects for their assigned business/function
• Act as change agent, strategic advisor, and collaborator with senior leaders to influence and shape culture, business plans, priorities, and human capital strategies
• Partner with senior leaders to align and deliver strategic talent plans, reduce complexities, and enhance the value of enterprise HR solutions, including but not limited to:
• Identify business drivers that may require org development/change; plan and execute associated organizational change strategies
• Complete business unit workforce environment analysis, short/long-term workforce requirements aligned to business priorities and partner with COE/business unit leaders to develop business unit workforce strategy
• Partner with business unit leaders to establish high-level recruiting needs
• Represent needs of business unit, provide input to benefit/comp program design and provide feedback to the Center of Excellence (COE) on comp/benefit program effectiveness, communications, and deployment strategy
• Analyze trends and metrics and partner/consult with COEs to solve problems and develop relevant solutions, programs/policies
• Partner with the senior leadership team to resolve people, productivity, and performance optimization challenges
• Understand the business/function, competitive landscape, and key strategies to shape the talent and HR requirements for the business, including but not limited to:
  • Partner with COE/HRBPs to identify business unit learning needs and plan/implement business unit-wide learning initiatives
  • Coach business/function senior leadership team in talent-related discussions/planning and in implementation of performance management process and executive communications
  • Partner with business unit/function in developing/delivering key culture, inclusion,