Global HR Director

KEY RESPONSIBILITIES & ACCOUNTABILITIES

Description

STRATEGIC AND TACTICAL :

Support the Portfolio Manager in the creation of our Portfolio’s HR strategy; translate strategic plans into HR initiatives that achieve the end goal; and oversee the implementation within your Region to ensure all the key objectives are met.

Be strategically minded and growth focused, anticipating business needs in advance of the growth of Region, Groups and VBUs. This includes identifying high potential talent within the Region for future roles, having robust EDPs and succession plans in place; and providing opportunities for the HR team to get exposure to and training in relevant areas, enabling them to be developed and therefore considered as a candidate for future roles.

Continually develop a strong business acumen, regularly keeping updated and aligned on, and understanding, our business strategy, goals, priorities, talent strengths and risks. Ensure you are keeping informed / aware of industry trends and market practices.

LEADERSHIP :

Build strong partnerships with your key Business Leaders / Stakeholders (including corporate function leaders within finance, legal, IT) and gain their support and buy-in to HR practices and initiatives.

Develop future HR Leaders to support the anticipated growth for our Region, provide leadership, support, and development (including coaching, and mentoring) for the HR partners in Groups and / or VBUs. As / when required, organise, direct, and evaluate the HR Team’s function and performance in partnership with other business or HR Leaders.

Drive and support a high-performance culture within the business, whilst also providing thoughtful and effective coaching to leaders on all aspects of leadership to help grow, develop, and maximise their capabilities.

Drive various regionally focused HR Team policy and practice reviews or projects across your businesses, either acting as Project Manager, or delegating opportunities across the HR team to do so – for example, evolving remote workforce capabilities, culture, and accountabilities within region.

A CORE MEMBER OF THE VENCORA HR TEAM : – Partnering with the Vencora HR Leader, the ROW HR Leader, HR Directors, HR Specialists to :

Create mandatory and optional programmes, playbooks, policies, etc.

Develop and implement programmes such as career paths, identifying high potential performers, succession planning (incl. identifying external talent), gap analysis leadership development, technical development, DEI, etc.

Partnering with ROW to ensure a consistent approach operationally to our L&D Programs, Talent Development, Succession planning, sharing when it makes best business practices.

Aligned to our Vencora HR strategy, work with and support our Talent Development Specialist in developing and delivering training to our Senior Leaders, and training managers across the businesses on HR practices.

Be the voice and expert on your region’s requirements, providing business context, input, and recommendations to meet your Region / Group’s business and / or legislative requirements.

Leverage technology / data (for example, Workday, Peakon) to enhance and drive our data, analytics, and predictive analytics capability, both measuring success and identifying patterns that highlight areas of concern, opportunity, and / or development, and make recommendations and report achievements. Providing reports, plus presenting / report on, all areas of talent / people as and when required.

REGIONAL EXPERT :

Be the expert on employment legislation; responsible for ensuring compliance with all legislative and Portfolio requirements and practices. Ensure you stay current / updated on all employment law and compliance for the region, and ensure effective plans are in operation to mitigate risk to the VBU, Portfolio, and Vencora. (Immediately flag up any concerns or red flags and address / bring them to resolution.)

Close liaison with our Global HR Leaders for employment legislation, working directly and / or with third party specialists as required.

In all areas, ensure that we consistently remain competitive, and regularly review our practices and processes with a view of…