People and Performance Director

Job Type:

Regular

Work Location:

Market - AMRET - TX - Dallas Fort Worth 127

Overview:

The Director of People will build strategies and tactics required to improve our employee experience and build an aligned performance management system.   This talent management approach will "delight" our employees around the world. This is a newly created position, reporting to the COO, who is building the function to accelerate achievement of our business strategy. The Director of People talent management expertise and a passion for building and championing employee engagement, performance management, career development, and related talent practices that engage, retain, develop and enable high performance.

Job Description:

• Understand and support strategic vision for 2020 Companies and stay apprised of external trends. Partner with internal customers to discover, educate and align stakeholders on our strategic choices for our talent philosophy and associated talent practices that enable 2020 Companies
• Lead execution and ongoing development of key enterprise talent management strategies focused on enabling employee "delight", which entails building a highly engaged, high performing workforce, in a fast-growing, rapidly changing organization
• Serve as enterprise facilitator, champion and lead change management strategies to drive further adoption and execution of the evolved key talent practices.  This may include: Performance management, Goals, quarterly check-ins, career conversations, development planning, focus on both what and how (emphasizing culture and capabilities) and related practices ensuring global scalability and adoption
• Career development: Partner with stakeholders to harmonize and transform career pathing initiatives, ensuring local relevance and global scalability, to enable talent mobility across the organization.  Own the Vision Leadership program to ensure cultural integration and execution annually
• Culture: As the leader of employee experience, ensure we recognize and reward our employees globally. Execute the internal programs (AIM, Spotlight, etc.) to create an optimum employee experience.  Rethink the AIM strategy to include committee architecture, ideation and execution
• Employee engagement: Advance and understand existing practices related to company-wide engagement surveys, as well as voice of the employee/listening during moments that matter. Lead project management with key stakeholders, communication and actioning at manager, business unit/region and company levels.  Regularly measure progress and assess effectiveness of practices. Leverage descriptive, predictive, and prescriptive analysis to solve complex issues and continuously improve efforts and impact
• Build and nurture strong relationships with key internal stakeholders, and manage any external partners used to foster employee experience
• Align key stakeholder and manage project related communication plans in partnership with HR partners, internal and executive communications partners and business unit chiefs of staff

Performance Measurements:

• Collaborate, establish, manage, review and identify areas of improvement for people engagement, performance, and succession planning (Culture)
• Be an innovator and transformation leader related to people and the use of Workday technology
• Be a champion of our leadership principles:  Integrity, Inclusion, Innovation, Accountability, Excellence, and Passion
• Create and maintain a culture of accountability and excellence in all things related to People
• Ensure business conducted within the organization is of the highest ethical and professional standards
• Collaborate and align company strategies with business channel leadership to ensure an environment of adoption, high performance and people growth
• Identify and create strategies while executing the tactics (i.e. AIM, Vision, Holiday Party, Halloween events, Newsletters, Spotlight/Recognition and Awards) related to improving our culture that benefits our people
• Measure all programs to understand the impact of People programs on retention and engagement
• Responsible for all processes, communication, data integrity, and reporting related to this role

Qualifications:

• 10+ years HR experience with expertise talent management/organizational development/talent development, and HRBP roles
• Prior experience working with a distributed and diverse stakeholder group
• Experience creating or building and executing enterprise talent management prog