Senior Director, Human Resources Business Partner

• Builds organizational capacity and prepares high potentials for growth opportunities and advancement; builds collaborative networks inside and outside the organization for self and others. Provides framework for soliciting and acting on performance feedback; drives collaboration to set goals and provide open feedback and coaching to foster performance improvement. Models and drives continuous learning and oversees the recruitment, selection, and development of talent; stays current with industry trends, benchmarks, and best practices; ensures performance management guidelines and expectations to achieve business needs. Acts as a thought leader on industry trends, benchmarks, and best practices; shares best practices within and across teams to drive improvement. Motivates and empowers teams; maintains a highly skilled and engaged workforce by aligning cross-functional resource plans with business objectives. Provides guidance when difficult decisions need to be made; creates opportunities for expanded scope of decision making and impact across teams.
• Oversees the operation of multiple units and/or departments by identifying member and operational needs; ensures the management of work assignment allocation and completion; translates business strategy into actionable business requirements; ensures products and/or services meet member requirements and expectations while aligning with organizational strategies. Engages strategic, cross-functional business units to champion and drive support for business plans and priorities; assumes responsibility for decision making; sets standards, measures progress, and ensures resolution of escalated issues. Sets and communicates goals and objectives; analyzes resources, costs, and forecasts and incorporates them into business plans; obtains and distributes resources. Anticipates and removes obstacles that impact performance; addresses performance gaps and implements contingency plans accordingly; ensures teams accomplish business objectives; serves as a subject-matter expert and trusted source to executive leadership; provides influence and consultation in the development of the larger organizational or business strategy.
• Oversees the implementation of organizational change efforts by\: identifying requirements; assessing information to identify solutions to obstacles and mitigating risks; consulting with and communicating change management strategy to internal and external stakeholders and vendors; providing input in the creation or revision of change management plans; developing communications; communicating regional differences at a national level; and monitoring ongoing impact of organizational changes or efforts on employees.
• Directs and/or partners in the oversight of employee and/or labor relations activities by\: ensuring team members provide specialized consultation on employee relations (e.g., performance management, employee discipline issues); analyzing and reviewing research and providing recommendations and assistance on employment related regulations both at the State and Federal level; managing arbitration and negotiation efforts; serving as a point of advice, problem resolution, and facilitation for escalated employee relations issues; advising employees and management regarding employee relations policies, procedures, and documentation; managing the research, identification and analysis of employee relations concerns; and defining problem resolution strategies.
• Serves as a strategic partner with executive/senior leaders to influence and guide the development and deployment of strategies, programs, policies, and procedures by reviewing organizational data and processes to identify impact of trends, root causes, and potential solutions to HR issues; evaluating HR impact in consideration of changing business strategies; delivering data driven recommendations on HR efforts; overseeing relationships between HR Centers of Excellence and business stakeholders; and partnering with leaders to ensure solutions are aligned with both HR and business objectives.
• Directs and/or partners on complex HR investigations based on standard KP or negotiated labor practices by\: overseeing the collection and analysis of quantitative and qualitative data; conducting interviews on escalated issues; reviewing and evaluating research on key business issues; ensuring the creation of appropriate documentation; and evaluating and recommending corrective action plans for substantiated allegations.
• Ensures human resources support activities are aligned with the overall business strategy by\: overseeing the execution of support to internal and external stakeholders on diverse HR specialties (e.g., equal opportunity/affirmative action, disability management, recruitment and hiring options, compensation, employee benefits, training); identifying and leveraging additional resources and expertise; reviewing and approving human resources activities; and ensuring human resources activities are fully documented.
• Directs activities and initiatives to ensure continued regulatory compliance for multiple business functions by\: staying abreast of, interpreting, and designing strategy around regulatory changes; determining the impact of changes to the business; providing direction on implementation of changes throughout the business; and providing regulatory input before and during inspections to minimize the risks of future non-compliance.
• Oversees complex reporting of Company employee information and external benchmarks by\: reviewing, and interpreting reports and analyses; identifying key insights to develop solutions for diverse HR issues; and partnering in the design and implementation of new metrics or reports.

• Builds organizational capacity and prepares high potentials for growth opportunities and advancement; builds collaborative networks inside and outside the organization for self and others. Provides framework for soliciting and acting on performance feedback; drives collaboration to set goals and provide open feedback and coaching to foster performance improvement. Models and drives continuous learning and oversees the recruitment, selection, and development of talent; stays current with industry trends, benchmarks, and best practices; ensures performance management guidelines and expectations to achieve business needs. Acts as a thought leader on industry trends, benchmarks, and best practices; shares best practices within and across teams to drive improvement. Motivates and empowers teams; maintains a highly skilled and engaged workforce by aligning cross-functional resource plans with business objectives. Provides guidance when difficult decisions need to be made; creates opportunities for expanded scope of decision making and impact across teams.
• Oversees the operation of multiple units and/or departments by identifying member and operational needs; ensures the management of work assignment allocation and completion; translates business strategy into actionable business requirements; ensures products and/or services meet member requirements and expectations while aligning with organizational strategies. Engages strategic, cross-functional business units to champion and drive support for business plans and priorities; assumes responsibility for decision making; sets standards, measures progress, and ensures resolution of escalated issues. Sets and communicates goals and objectives; analyzes resources, costs, and forecasts and incorporates them into business plans; obtains and distributes resources. Anticipates and removes obstacles that impact performance; addresses performance gaps and implements contingency plans accordingly; ensures teams accomplish business objectives; serves as a subject-matter expert and trusted source to executive leadership; provides influence and consultation in the development of the larger organizational or business strategy.
• Oversees the implementation of organizational change efforts by\: identifying requirements; assessing information to identify solutions to obstacles and mitigating risks; consulting with and communicating change management strategy to internal and external stakeholders and vendors; providing input in the creation or revision of change management plans; developing communications; communicating regional differences at a national level; and monitoring ongoing impact of organizational changes or efforts on employees.
• Directs and/or partners in the oversight of employee and/or labor relations activities by\: ensuring team members provide specialized consultation on employee relations (e.g., performance management, employee discipline issues); analyzing and reviewing research and providing recommendations and assistance on employment related regulations both at the State and Federal level; managing arbitration and negotiation efforts; serving as a point of advice, problem resolution, and facilitation for escalated employee relations issues; advising employees and management regarding employee relations policies, procedures, and documentation; managing the research, identification and analysis of employee relations concerns; and defining problem resolution strategies.
• Serves as a strategic partner with executive/senior leaders to influence and guide the development and deployment of strategies, programs, policies, and procedures by reviewing organizational data and processes to identify impact of trends, root causes, and potential solutions to HR issues; evaluating HR impact in consideration of changing business strategies; delivering data driven recommendations on HR efforts; overseeing relationships between HR Centers of Excellence and business stakeholders; and partnering with leaders to ensure solutions are aligned with both HR and business objectives.
• Directs and/or partners on complex HR investigations based on standard KP or negotiated labor practices by\: overseeing the collection and analysis of quantitative and qualitative data; conducting interviews on escalated issues; reviewing and evaluating research on key business issues; ensuring the creation of appropriate documentation; and evaluating and recommending corrective action plans for substantiated allegations.
• Ensures human resources support activities are aligned with the overall business strategy by\: overseeing the execution of support to internal and external stakeholders on diverse HR specialties (e.g., equal opportunity/affirmative action, disability management, recruitment and hiring options, compensation, employee benefits, training); identifying and leveraging additional resources and expertise; reviewing and approving human resources activities; and ensuring human resources activities are fully documented.
• Directs activities and initiatives to ensure continued regulatory compliance for multiple business functions by\: staying abreast of, interpreting, and designing strategy around regulatory changes; determining the impact of changes to the business; providing direction on implementation of changes throughout the business; and providing regulatory input before and during inspections to minimize the risks of future non-compliance.
• Oversees complex reporting of Company employee information and external benchmarks by\: reviewing, and interpreting reports and analyses; identifying key insights to develop solutions for diverse HR issues; and partnering in the design and implementation of new metrics or reports.

• Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum twelve (12) years experience in human resources or business operations. Additional equivalent work experience in a directly related field may be substituted for the degree requirement.
• Minimum six (6) years experience in a leadership role with or without direct reports, including at least four (4) years formal supervisory experience.

• Knowledge, Skills, and Abilities (KSAs)\: Applied Data Analysis; Business Acumen; Business Documentation; Business Planning; Change Leadership; Confidentiality; Consulting; Employee/Labor Relations; Execution excellence; Human Resources and Business Partnership; Human Resources Policies & Regulations; Human Resources Practices and Programs; Human Resources Systems; Information Gathering; Interpersonal Skills; Investigations; Key Performance Indicators; Maintain Files and Records; Managing Complexity; Personal Courage; Presentation Skills; Relationship Building; Stakeholder Management; Stress Tolerance; Trusted Advisor

• Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum twelve (12) years experience in human resources or business operations. Additional equivalent work experience in a directly related field may be substituted for the degree requirement.
• Minimum six (6) years experience in a leadership role with or without direct reports, including at least four (4) years formal supervisory experience.

• Knowledge, Skills, and Abilities (KSAs)\: Applied Data Analysis; Business Acumen; Business Documentation; Business Planning; Change Leadership; Confidentiality; Consulting; Employee/Labor Relations; Execution excellence; Human Resources and Business Partnership; Human Resources Policies & Regulations; Human Resources Practices and Programs; Human Resources Systems; Information Gathering; Interpersonal Skills; Investigations; Key Performance Indicators; Maintain Files and Records; Managing Complexity; Personal Courage; Presentation Skills; Relationship Building; Stakeholder Management; Stress Tolerance; Trusted Advisor

• Five (5) years experience managing operational or project budgets.
• Five (5) years labor relations experience.

• Five (5) years experience managing operational or project budgets.
• Five (5) years labor relations experience.

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