The Director of Human Resources serves a dual role as a strong player-coach providing strategic business partnership to one or more client group functional leads (SVPs), while directing a team of HR Managers and Generalists on execution of day-to-day HR activities and programs. The Director helps drive all strategic imperatives to ensure that Beer Division Commercial leadership manages and develops its talent, understands collective bench strength, facilitates talent movement, and coordinates succession planning at all levels of the organization, with mindfulness to diversity and inclusion initiatives.
Provides direction on matters specific to the function/business unit he/she supports and partners with senior leadership to define and translate the specific business needs of the function/business unit into HR priorities. Collaborates with direct team, centers of expertise, and other internal partners to effectively execute those priorities, such as planning and executing integrated talent activities through talent and strategic workforce planning and developing and consulting on organizational design and change management needs at the function level.
Manages the development and performance of a team of HR Managers and Generalists aligned to specific functional client groups.In this capacity, the Director provides oversight and direction to a team of 6 regarding standardization and execution of routine HR services such as: labor and employee relations, talent management and development, succession planning, performance management, compensation and recruiting activities. The Director effectively collaborates with various HR Program leads and his/her team to ensure delivery of consistent, streamlined HR processes and talent activities for individual employees and managers, while continuously improving organizational effectiveness, efficiency and accountability.
Partners with senior leadership to provide guidance and direction in the development and execution of a functional-level HR strategy.
Owns the facilitation and integration of all talent and strategy-focused planning activities for his/her assigned function, including workforce planning, organizational design, talent/succession planning, diversity and inclusion engagement, and change management.
Provides counsel and development coaching to leaders and proposes strategies to address gaps and/or opportunities.
Evaluates function-specific data, including compensation, diversity, etc. for alignment with HR priorities and/or proactive mitigation.
Responsible for coaching and developing team of HR Managers and Generalists.
Consults and advises team on routine employee relations and discipline matters, in collaboration with in-house Legal department.
Directs team in the completion of routine HR activities for individual employees by location (job changes, compensation changes hiring, terminations, investigations, etc.)
Facilitates and advises on all programmatic HR activities (goal setting, performance reviews, talent planning, engagement, salary planning process, etc.)
Leads team in executing functional-level HR priorities and/or initiatives.
Master's degree (with a focus in Human Resources, Business, Industrial Psychology, Labor Relations, Organizational Behavior) or job equivalent experience is required with 7+ years progressive experience in HR management to include employee relations, compensation, benefits, talent acquisition, organizational design, talent management and development.
Significant work experience as a people manager, including demonstrated leadership, coaching and development of a high-performing team of individuals.
Must have advanced leadership, management, and political influencing skills with a proven track record of delegating and directing to meet and exceed results.
Exceptional written and verbal communication skills with the ability to tailor communication style for a variety of audiences.
Must demonstrate the ability to take initiative, be proactive in identifying issues and recommending solutions, and build relationships with customers and internal associates.
Must possess gravitas and exhibit comfort and confidence when working closely and communicating with Beer Division senior leaders.
Strong consulting skills with the ability to constructively challenge senior leadership and articulate a perspective.
Must be a self-starter with the proven ability to successfully perform in a fast-paced environment that involves directing multiple projects and developing and executing strategy, while balancing tactical requirements of position.
Must be computer literate with the ability to learn and use various software including Microsoft Word, Excel, and PowerPoint.
Knowledge of Federal, State and local employment, wage and salary laws and regulations
Must be able to travel 10-15% percent of the time.
SPHR certification or equivalent highly desired.
Previous professional experience within the beverage alcohol or consumer packaged goods industry is strongly preferred.
Previous HR leadership experience supporting a Field-based Sales organization is preferred.
Generalist knowledge of Constellation's corporate infrastructure and business operations is preferred.
Physical Requirements/Work Environment
Must be at least 21 years of age.
Must be able to sit and/or stand for long periods of time and work on a computer for extended periods.
Lifting may be required.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.