Direct Hire

Director, Human Resources
JOB DESCRIPTION

The Director, Human Resources is responsible for translating the business strategy into people priorities that help the company achieve growth quickly. The individual will leverage their expertise to influence outcomes that achieve business results via the creation and execution of a holistic, future focused strategies that attract, develop, motivate and retain talent. A direct report to the CHRO, this position plays an instrumental role in the development and execution of business strategy for their aligned Business Unit.

The role is accountable for understanding the organization’s needs, and talent, and will build capabilities that accelerate the productivity of the business. This leader will work cooperatively and engage at varying degrees of the organization and must have a leadership approach that is flexible to deliver effectively to each audience. The Director leads a direct team of HRBP’s, along with HR Operations.

Responsibilities include, but are not limited to the following:

Business Acumen and Strategic Leadership

• Serve as HR Partner to Business Unit Leadership, providing counsel and guidance with a focus on leadership, change management, employee engagement, diversity and inclusion, talent strategy, and performance/accountability within the Business Unit.
• Partner with Business Unit Leadership to ensure a deep understanding of the business, and development of the strategic business plan and people strategy that supports achievement of business objectives.  Translate the people strategy into concrete action plans and ensure appropriate communications and execution of the plans.
• Maximize the use of technology and analytics to support informed data-driven decisions by Business Unit Leadership.
• Understand drivers of change for the business, including acquisitions/divestitures, and facilitate partnership on the systematic design of the organization and effective change management.
• Ensure people programs, processes, and policies are aligned with business unit objectives and communicate to employees and coordinate execution.
• Stay abreast of current and emerging people trends and regulatory actions that impact the business unit and the company; evaluate and advise on short-term and long-range planning and actions to address impact on the attraction, motivation, development and retention of business unit employees.
• Identify innovation opportunities and influence prioritization of product development roadmap that drives improved people experience based on deep understanding of business unit strategies.
• Power people strategy work with data, digital and intelligent automation.

Talent Strategy

• Understand the talent needs of the business unit and influence the interview/selection process for key leadership positions; build sustainable competitive advantage with a focus on succession and development.
• Follow up with key leadership new hires and their managers to determine the success of the hiring, selection and onboarding process; identify and solve issues as they arise. Make recommendations for process improvements or additional support as issues or trends are identified.
• Work with business unit leadership to identify successors to key roles based on Astrix established succession planning framework and a rigorous understanding of capabilities, experience, motivation and career development needs.
• Work with business unit leadership to ensure reward and recognition programs: operate effectively, align with business objectives, support the talent strategy, and are cost-effective; lead the execution of programs and subsequently measure impact while adjusting based on learnings.
• Develop and lead the use of structured, systematic, and transparent approaches for assessing and developing individuals and determining how they best fit within their own group and potentially other groups across the business unit and/or organization.
• Translate and identify outcomes from talent review to drive pipeline and delivery of specialized talent (build vs. buy).

Leadership and Influence

• Develop and lead a high performing people strategy team that has a strong connection to the business unit strategy and deliverables. Team members embrace the power of being curious, ask powerful questions, and proactively look for opportunities to improve processes, programs and practices.
• Create consulting opportunities with Business Unit leadership to influence how we are adapting/responding to changing technology needs and automation and identify where opportunities for improvements/enhancements exist.
• Re-energize, refocus and motivate team to perform at a new level.
• Set compelling goals and show tenacity, resilience, and bias for action and practical execution skills in driving towards these goals.
• Align team around both the Business Unit people strategy and create opportunities for our own people talent to learn and grow.

Work Environment

• Promote an environment of positive people relations by respecting confidentiality; establishing trust and credibility; being viewed as approachable and fair; and balancing business needs with people needs.
• Provide consultation and coaching to leadership and partner with centralized employee relations and centralized performance excellence to manage people relations issues in a fair, legal and understanding manner that supports the company culture and facilitates a desirable outcome. 
• Coach and educate business leaders on effective team building and people leadership behaviors and practices so they are fully capable and accountable to own, improve and accelerate business results.

Collaboration

• Capitalize on collective intelligence and experience by building a culture of collaboration, trust and mutual respect with all areas and levels of the organization, routinely seeking feedback and ideas.
• Partner with and influence leadership to create understanding and alignment between business needs and people practices/programs.
• Partner with and influence leadership to create a supportive learning culture that builds employee morale, engagement, and potential while achieving business results.
• Actively engage and collaborate with the Business Unit Leadership team and Corporate Center People team to lead transformation; determine proactive business unit strategic priorities; and develop strategies and implementation plans and programs that enhance all stages in the talent lifecycle and drive positive business results.

Education and Qualifications

• Bachelor’s degree in Business Administration/ Management, HR Management or related field or equivalent experience required.
• Progressive experience as a human resources practitioner, including experience leading talent strategy, preferably in a matrix environment.  Experience in one or more HR CoE functions helpful. 
  • 15 years + for Director (Sr. HR Partner)
• PHR or SPHR certification preferred.
• Experience developing and deploying people goals that support increased growth (organically and inorganically) and profitability for an operating segment via measurable operational performance results.
• Demonstrated ability to achieve results in innovative, fast-paced, performance-oriented business environments preferred.
• Reporting experience in dotted line environments between Operations and HR preferred.
• Demonstrated ability to perform successfully as a leader of others, teams and cross-functional groups.
• Extensive knowledge of people practices, labor market and work trends.
• Demonstrated results in developing people strategy and driving process improvements in a complex workplace.
• Demonstrated business acumen and critical thinking skills.
• Strong verbal and written communication skills; influencing skills; ability to effectively represent Astrix as a presenter or participant at internal and external meetings. Must be comfortable effectively communicating at all levels of the organization.
• Demonstrated success partnering across complex organizations at multiple levels and with multiple groups.
• Demonstrated success as a problem-solving, decision-making, results-driven partner to the organization.
• Strong emotional intelligence, integrity and pride in serving as a people strategy expert.
• Demonstrated ability to exercise confidentiality and neutrality in complex and sensitive situations.
• Team player with ability to quickly build effective work relationships and establish credibility.
• Demonstrates an inclusive leadership style with an emphasis on results and developing high performing team members.
• Action oriented and hands-on leader, with a performance and business orientation.
• Proficiency in using technology and people analytics, creating presentations and business cases to influence change.