Human Resources Head of Strategic Planning and Execution

About the role: 

The Human Resources Strategic Planning & Execution Lead is responsible for planning, executing, and delivering a wide range of projects and initiatives that support the strategic goals of the HR organization. This individual serves as a force multiplier for the CHRO, driving the effective execution of the HR strategy. The HR SPE Lead will work closely with the CHRO, the HR Leadership Team, and other senior executives to drive key initiatives, manage complex projects, and enhance the overall effectiveness of the HR function.

As a key driver of HR initiatives and projects, the SPE Lead will ensure alignment with the overall HR strategy and broader business objectives. This is a critical role taking HR’s strategy and successfully converting it to deliverables and tactical plans that can be executed. The SPE Lead will be responsible for defining the scope, objectives, deliverables, and success criteria in close collaboration with HR leadership and key stakeholders. This includes developing comprehensive project plans that outline timelines, resource allocation, and budget considerations to facilitate smooth execution. Additionally, the SPE Lead will proactively identify and assess potential project risks, implementing effective mitigation strategies to address challenges before they impact progress. Maintaining thorough project documentation will be a critical aspect of the role, including the creation and upkeep of project charters, schedules, and detailed status reports to ensure transparency, accountability, and seamless communication throughout the project lifecycle.

The ideal candidate is someone who has demonstrated experience successfully planning, driving, and executing initiatives across an organization. The ideal candidate has exceptional communication skills, is proactive, detail-oriented, results-driven, and highly skilled at managing complex projects from inception to completion. Individuals with prior Chief of Staff, COO, or senior project leadership experience—particularly with a strong track record in HR or internal operational leadership—are well suited for this role.

Key Responsibilities:

• Operational Leadership and Execution:
• Manage CHRO office operations, including meeting coordination and communication flow.
• Oversee the HR calendar, ensuring alignment with strategic priorities.
• Develop and monitor key performance indicators (KPIs) for HR effectiveness.
• Prepare the CHRO for internal and external engagements, including briefing materials and presentations.
• Provide strategic recommendations and act as an execution partner on key HR initiatives.
• Lead or support special projects as assigned by the CHRO.

• Stakeholder Management and Communication:
  • Build and maintain strong relationships with HR stakeholders, including HR Business Partners and COEs.
  • Communicate project status, risks, and key issues to stakeholders in a clear, concise manner.
  • Manage stakeholder expectations and ensure alignment on project goals.

• Project Planning and Execution:
  • Drive the execution of HR initiatives, ensuring alignment with broader business objectives.
  • Work with HR COEs to define project scope, objectives, deliverables, and execution plans.
  • Develop comprehensive project plans, including timelines, resource allocation, and budgets.
  • Identify and mitigate potential risks that may impact project success.
  • Maintain thorough project documentation, including charters, schedules, and status reports.

• Project Monitoring and Continuous Improvement:
• Track project progress and proactively identify roadblocks, escalating issues as needed.
• Facilitate project meetings, including status updates and decision-making sessions.
• Oversee project budgets, ensuring cost control and value delivery.
• Ensure smooth transition of project deliverables to operational teams.
• Conduct post-project reviews to identify lessons learned and areas for improvement.

• Process Improvement:
• Identify opportunities to improve HR processes and contribute to the development of best practices.
• Support the implementation of new HR technologies and systems.

Qualifications:

• Project Management: Excellent project management skills with the ability to manage multiple priorities and meet deadlines.
• Strong understanding of project management methodologies.
• Proven ability to plan, execute, and deliver projects on time and within budget.
• Proficiency in project management software.

• Experience: 10+ years of work experience, of which 3+ years of experience in project management, with a focus on HR projects preferred.
• Certification: Project Management Professional (PMP) or other relevant project management certification is desirable.
• Education: Bachelor's degree in Human Resources, Business Administration, Project Management, or a related field.

Skills and Competencies:

• Leadership: Proven leadership skills with the ability to influence and motivate others.
• Communication: Exceptional written and verbal communication skills, including the ability to communicate effectively with senior executives.  
• Relationship Building: Strong interpersonal skills with the ability to build trust and rapport with individuals at all levels.
• Problem Solving: Strong analytical and problem-solving skills.
• Discretion: Unwavering discretion and ability to handle sensitive information with confidentiality.
• Business Acumen: Strong understanding of business principles and practices.
• HR Expertise: Deep understanding of HR functions, processes, and best practices.
• Influence: Ability to influence without direct authority.
• Emotional Intelligence: High level of emotional intelligence and self-awareness.
• Adaptability: Ability to thrive in a fast-paced, dynamic environment.