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Regular or Temporary:
Regular
Language Fluency: English (Required)
Work Shift:
1st Shift (United States of America)
Please review the following job description:
The Director, HR Business Partner is an HR leader who serves as a strategic partner to senior leaders while leading a team of HR Business Partners and HR Generalists. Reporting to the Head of Employee Experience, this role sets direction for the HRBP and HR Generalist team, ensures consistent and effective HR partnership across the organization, and works closely with leaders of the HR Centers of Excellence to shape HR strategic planning and deliver people strategies that advance business priorities. The Director provides leadership and partnership in workforce planning, organizational design and development, change management, talent management, engagement, retention, succession planning, compensation, and employee experience initiatives.
REPORTING RELATIONSHIP:
- Reports to the Head of Employee Experience.
- Leads and develops a team of HR Business Partners and HR Generalists.
- Supports senior leaders and their organizations.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
Following is a summary of the essential functions for this job. Other duties may be performed, both major and minor, which are not mentioned below.
- Serve as a trusted advisor and strategic HR partner to senior leaders on organizational design and development, workforce planning, growth planning, succession planning, employee engagement and retention, and performance management.
- Lead, coach, and develop a team of HR Business Partners and HR Generalists, setting priorities, expectations, operating rhythms, and standards for consistent, high-quality HR support.
- Set the direction for the HRBP and HR Generalist team in alignment with business priorities, HR strategy, and the Head of Employee Experience's objectives.
- Partner with leaders of the HR Centers of Excellence to shape HR strategic planning, align annual HR priorities, and ensure coordinated execution of HR initiatives, policies, and programs.
- Assess human capital implications of business strategy, evaluate alternatives, and recommend best practices and solutions that align talent strategies with business outcomes.
- Lead and implement organizational change and talent-related action plans through enterprise human capital projects and initiatives, including performance management, annual talent and rewards processes, succession planning, DEI, rewards and recognition, teammate engagement, and employee experience programs.
- Provide strategic guidance on complex employee relations matters, performance management, corrective actions, investigations, and terminations, ensuring equity, fairness, consistency, and compliance with employment laws and company policies – in partnership with Employee Relations.
- Partner with business leaders to execute organizational restructures and reductions in force, including business case development, new organization design, selection criteria, employee communications, and transition planning.
- Provide leadership on legal and regulatory compliance issues, helping leaders understand the regulatory risks involved in non-compliance, including civil rights, wage and hour regulations, safety, confidentiality, Family and Medical Leave Act (FMLA), Equal Employment Opportunity Commission (EEOC), Americans with Disabilities Act as Amended (ADAAA), harassment, whistleblower, and related requirements.
- Partner with leadership and HR Centers of Excellence on the employee value proposition and employee experience programs that drive retention and positive employee sentiment, including recognition, total rewards, professional development, succession planning, and engagement.
- Partner with Employee Relations and Legal on investigations, issues resolution, policy implementation, and reductions in force
- Interpret results of analyses provided by HR Analytics on talent management processes, including attrition, movement, engagement survey results, compensation patterns, talent needs, and organizational risks.
- Identify trends and themes across supported organizations and the HRBP team, translating data into insights, recommendations, and practical action plans.
- Build leadership capability by coaching senior leaders and managers on people leadership, organizational effectiveness, change leadership, and effective team practices.
- Provide input to the Head of Employee Experience on HRBP team structure, capacity, priorities, capabilities, and opportunities to improve the HR service model.
- Lead and support implementation of HR initiatives, ensuring effective change management, stakeholder alignment, communications, and adoption across supported business areas.
QUALIFICATIONS:
- Required Qualifications: The requirements listed below are representative of the knowledge, skill and/or ability required.
- Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
EDUCATION AND EXPERIENCE:
- Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent work experience required; advanced degree preferred.
- 10+ years of progressive Human Resources experience, including significant HR Business Partner experience supporting senior leaders or executive-level clients preferred.
- 3+ years of people leadership experience, preferably leading HR Business Partners, HR Generalists, or other HR professionals preferred.
- Demonstrated experience partnering with business leaders and HR Centers of Excellence to develop and execute HR strategies, workforce plans, organizational design solutions, and talent initiatives.
- Experience leading complex employee relations matters, organizational change, talent management, performance management, succession planning, engagement, and retention initiatives.
- Experience with Workday or comparable HR information systems preferred.
CERTIFICATIONS, LICENSES, REGISTRATIONS:
- SHRM-SCP or SPHR preferred.
- SHRM-CP or PHR preferred.
FUNCTIONAL SKILLS:
- Strategic business acumen and ability to translate business strategy into talent and organizational strategies.
- Executive consulting, influencing, and relationship-building skills.
- Strong people leadership, coaching, and team development capability.
- Ability to set direction, establish priorities, and lead through ambiguity and change.
- Strong partnership orientation with HR Centers of Excellence and cross-functional stakeholders.
- Thorough understanding of U.S. and state Human Resource legislation and employment compliance requirements.
- Strong employee relations, conflict resolution, and problem-solving skills.
- Data-driven mindset with the ability to interpret workforce analytics and translate insights into practical recommendations.
- Project and program management skills with the ability to manage multiple competing priorities.
- High degree of judgment, discretion, confidentiality, and professionalism.
- Proficiency with Workday and Microsoft Office applications preferred.
General Description of Available Benefits for Eligible Employees of CRC Group: At CRC Group, we're committed to supporting every aspect of teammates' well-being – physical, emotional, financial, social, and professional. Our best-in-class benefits program is designed to care for the whole you, offering a wide range of coverage and support. Eligible full-time teammates enjoy access to medical, dental, vision, life, disability, and AD&D insurance; tax-advantaged savings accounts; and a 401(k) plan with company match. CRC Group also offers generous paid time off programs, including company holidays, vacation and sick days, new parent leave, and more. Eligible positions may also qualify for restricted stock unitsand/or a deferred compensation plan.
