Director, HR Business Partner

Director, HR Business Partner page is loaded## Director, HR Business Partner locations:
Oakland, CA - USA:
Pleasanton (CPC), CA - USAtime type:
Full time posted on:
Posted Yesterday job requisition :
20668

Clorox is the place that’s committed to growth – for our people and our brands. Guided by our purpose and values, and with people at the center of everything we do, we believe every one of us can make a positive impact on consumers, communities, and teammates. Join our team.
** Your role at Clorox:
** The Director, HR Business Partner (HRBP) for Legal, Enterprise Data and Tech and Finance is responsible for developing and executing people strategies that elevates the employee experience, strengthens the baseline, and drives growth and profitability within the organization. This role will focus on collaborating with leaders to drive the business strategy, utilizing talent insights and organization data to drive business outcomes, engaging Centers of Excellence (COE) to drive strategic business initiatives that solve the most important business challenges, creating leverage as we solve for problems in an enterprise-wide, scalable manner while keeping the baseline healthy.
** In this role, you will:
*** Coach and consult with senior leaders to drive high performing teams that increase productivity and retention.
* Leads development of talent and capability strategy through to execution.
* Designs and implements organizational strategies that support and advance the function’s overall goals. This includes activities such as long-term planning, evaluating how well the organization is structured to meet its objectives, using talent data to inform decisions, and enhancing the global employee experience.
* Leads transformation efforts, including talent assessment & selection, change management, process improvement, org design and capability development.
* Leverage our talent philosophy to ensure robust succession plans, build individual, team and enterprise performance management and manage workforce planning efforts.
* Work with COEs to ensure leadership for people programs, processes, workforce planning, acquisitions, organization changes, and HR-related technologies, meet organizational needs.
* Analyze trends and metrics in partnership with the HR COEs and with business leaders to develop people and organization solutions, programs, and policies.
* Drive Organizational Health, Inclusion, Diversity, Culture and Engagement initiatives and execution for organizations as well as managing projects in partnership with the overall function organization.
* Experienced team and project leader who continuously aligns team priorities, holds team members accountable to achieve their best performance, and coaches team members to grow and develop.
** What we look for:
*** Thinks strategically, applying business insights to formulate and drive HR solutions that achieve organizational outcomes.
* Sets the agenda, you are a business leader first, you are sought out as a thought leader, an innovative leader and impact the broad business agenda, not just the people agenda.
* Leads change, initiating and supporting organizational transformation, and adjusting direction when needed.
* Confident, ambitious, and passionate leader who is comfortable with saying no and offering alternatives in service of driving the agenda forward.
* Skillful champion and influencer of cultural shifts that create diverse, equitable, and inclusive outcomes.
* Makes informed business decisions through the use of data and analytics.
* Strong learning agility, enjoys and excels in environments where he/she must tackle and solve new and increasingly complex strategic business challenges.
* Thoughtful stakeholder engagement; brings others along to support and enable desired outcomes.
* Comfortable operating in ambiguity, may not always have the answers but knows where to go or how to solve.
* Improves processes and how our people experience them, ability to turn complex into easy, know what needs greater focus and complexity and what does not.
* Proactive approach to workforce development and talent pipeline growth / visibility.
* Ability to build long-term, trusting…