Director, HR Business Partner

Responsibilities

• Diagnoses, translates, and defines current and future business needs into an integrated strategic human resources plan aligned with long-term organizational initiatives.
• Drives strategic initiatives and objectives as a proactive member of executive leadership, adjusting strategy to respond to changing needs.
• Provides expert advice to influence business decisions related to people management and leadership, focusing on strategy execution, talent management, employee engagement, and performance management.
• Plans and approves labor demand models, workforce, and strategic planning, overseeing reorganization efforts and transition plans.
• Oversees facility human resources functions and serves as executive sponsor of regional talent strategies and execution.
• Monitors internal metrics and external market developments to diagnose retention challenges and critical talent needs, partnering with related departments' talent management to develop local strategies.
• Manages compliance efforts related to regulatory standards, serving on compliance committees and providing necessary documentation.
• Partners with executive leadership to develop organizational development solutions, assessing capabilities, identifying competency gaps, and ensuring human capital development.
• Leads local compensation strategies, facilitates annual compensation decisions, and collaborates with partners on organization-wide compensation strategies.
• Develops and champions employee wellness programs aligned with organizational mission and business objectives.
• Collaborates with business vertical executives to engage, motivate, and retain employees, setting strategy for employee events, projects, and communication.
• Reviews and benchmarks internal and external environments to improve HR policies and initiatives, driving the sharing of best practices across functions.
• Serves as a champion for the HR operating model and serves as the primary liaison between the facility leadership and COE to ensure that services and solutions are driving business objectives and aligned with facility needs.
• Serves as change agent, demonstrating the ability to influence, negotiate and gain buy-in at multiple levels within the organization. Drives employee engagement and change management activities.
• Coaches leaders through change management processes, advising them on the implications of short and long-term decisions, strategies, and large-scale change efforts that will yield sustainable business results.

• Proficiency with Microsoft Office Suite (Outlook, Word, Excel, PowerPoint) [Required]
• Working knowledge of a variety of human resources disciplines, including employee relations, compensation, performance management, HR analytics and employee engagement [Required]
• Effective communicator, with strong professional and interpersonal skill [Required]
• Ability to serve as a consultant on strategic and operational matters [Required]
• Ability to handle confidential matters with maximum discretion [Required]

• Bachelor s [Required]
• Master s [Preferred]

• 4+ experience in a related field [Required]
• 6+ applicable leadership experience [Preferred]

• An equivalent combination of education and relevant work experience may be considered in lieu of the stated degree requirement:
  • Bachelors and 4+ years of experience in a related field OR
  • Associates and 6+ years of experience in a related field OR
  • High School Grad or Equiv and 8+ years of experience in a related field

• Professional in Human Resources (PHR) [Preferred] OR SHRM Certified Professional (SHRM-CP) [Preferred]
• Senior Professional in Human Resources (SPHR) [Preferred] OR SHRM Senior Certified Professional (SHRM-SCP) [Preferred]

Physical Requirements:

See linked document for work requirements.

$96,266.14 - $

This facility is an equal opportunity employer and complies with federal, state and local anti-discrimination laws, regulations and ordinances.