6+ years of relevant work experience, ideally 10+ years.
Strong learning agility and resilience.
Ability to lead initiatives amid shifting priorities.
Experience in mergers and acquisitions or large transformations preferred.
History of partnering with senior leadership in complex organizations.
Expertise in organizational design and talent strategy.
Outstanding communication and relationship-building skills.
Responsibilities
Lead talent assessment and development initiatives.
Translate people process philosophies to align with business strategy.
Provide solutions to enhance performance and engagement.
Collaborate with leadership to develop people strategies supporting business goals.
Drive initiatives focused on diversity, equity, and inclusion.
Utilize metrics to assess organizational health and influence decisions.
Offer thought leadership in core HR processes and organizational design.
Benefits
Opportunities for personal and professional growth.
Dynamic work environment with evolving priorities.
Collaboration with senior leadership on strategic initiatives.
Focus on diversity, equity, and inclusion in the workplace.
Access to metrics and analytics for informed decision-making.
Full Job Description
Job Purpose and Impact
The Director, HR Business Partner - MADJV, ERP collaborates with business leaders to develop and execute people and culture strategies that enable critical business priorities. This role serves as a strategic advisor across Mergers, Acquisitions, Divestitures and Joint Ventures (MADJV), enterprise resource planning (ERP) transformation efforts, and select enterprise and group people and culture priorities. This position requires a highly agile leader who thrives in a dynamic environment where priorities evolve over time. The successful candidate will build trusted partnerships, provide guidance on complex workforce and organizational challenges, and help shape people strategies that support business growth, transformation and long-term organizational effectiveness.
Key Accountabilities
BUSINESS PARTNERSHIP: Leads people and culture processes and initiatives across the assigned group including talent assessment, talent planning, and development strategies to select, retain and develop critical talent, performance management, team development and engagement action planning.
PRACTICE AREA LEADERSHIP: Provides thought leadership in translating core people process philosophies, frameworks and tools to meet our business strategy and priorities, including talent management, leadership development, recognition, culture. Supports implementation of enterprise and group initiatives while adapting solutions to business needs.
CONTINUOUS IMPROVEMENT: Provides partnership and practical solutions to improve performance and engagement, increase productivity, understand talent needs and mitigate people risk for the business.
STRATEGY DEVELOPMENT & ACTIVATION: Partners with leadership to develop and activate people strategies that support business strategies and objectives and supports and influences key operational and strategic decisions.
DIVERSITY, EQUITY & INCLUSION: Drives strategic focus and action towards diversity, equity and inclusion strategy.
METRICS & ANALYSIS: Uses metrics and analytics to assess and manage overall organizational health of the business to influence decisions and deliver significant insights.
PROCESS PLANNING & DELIVERY: Provides thought leadership to the planning and delivery of core human resources processes ranging from performance and talent management, leadership development to change management and organizational design, including spans and layers work.
STRATEGY & SOLUTION CONNECTION: Participates as an active member of the human resources community, building relationships across the human resources team and provides partnership on other human resources initiatives and projects while identifying and sharing strategies and solutions.
Qualifications
REQUIRED:
Minimum requirement of 6 years of relevant work experience. Typically reflects 10 years or more of relevant experience.
Strong learning agility, resilience, and ability to lead initiatives where priorities and business needs may shift over time.
PREFERRED:
Experience supporting mergers, acquisitions, divestitures, joint ventures, large-scale transformations or other strategic business initiatives.
Experience partnering with global senior leadership teams within complex, matrixed organizations
Demonstrated ability to influence, challenge and coach senior leaders while building strong relationships across functions, regions and cultures
Expertise in organizational design, change management, talent strategy, succession planning, and leadership development
Proven success developing and implementing people strategies that enable transformation, organizational growth, innovation and high performance
Demonstrated ability to navigate ambiguity, manage competing priorities, and drive results in a fast-paced global environment
Outstanding executive communication, strategic thinking, collaboration and relationship-building skills
