DIVISIONAL HR DIRECTOR

The Human Resource Director is responsible for aligning human resources practices with business objectives across various lines of business. Acting as a consultant to senior leaders, this role drives strategic workforce planning, organizational design, and talent management initiatives. The Human Resources Director leads a team of HR consultants and collaborates cross-functionally with HR Centers of Excellence such as Talent Acquisition, Total Rewards and Learning and Development to foster a high-performance culture, support leadership development, and ensure compliance with HR policies and practices.

The individual must demonstrate balanced advocacy, as well as possess critical thinking and strong communication skills. Successful incumbents are also action oriented with a strong drive for results, have business acumen, manage conflict well, have managerial courage, are customer focused, have high decision quality, have strong interpersonal savvy, have comfort with ambiguity and a desire to learn, explore new ideas and ask questions to seek a deeper understanding. Successful incumbents possess and apply a comprehensive knowledge of HR principles, practices, and procedures to aid in the completion and resolution of the most complex HR assignments and issues. The HR environment is fast-paced, sometimes under pressure, and professional. Confidentiality and integrity are crucial components in this position.

Position Responsibilities:

Business Partnership

• Serves as the primary strategic HR advisor to business unit leaders.
• Collaborates with senior leadership to understand the organization's goals and strategy to support their business initiatives and enhance employee engagement.
• Provides counsel to business partner leaders to proactively anticipate and address complex HR issues impacting the business.
• Support cross-divisional and LOB organizational design, restructure and effectiveness realignments and communication plans.

Risk Management

• Manages and resolves complex employee relations issues in partnership with Employee Relations, Legal and Fraud teams, as needed. Assists in investigations arising from alleged violations of policies and procedures, HR hotline calls, requests from problem resolution and employee grievance complaints and agency claims.
• Ensures compliance with federal, state and local employment laws and regulations.
• Conducts research and analysis of organizational trends and maintains organizational health metrics through appropriate governance and controls. Uses reporting tools to analyze data, identify themes and develop appropriate action plans and/or communications i.e., turnover, exit interviews, retention, retirement, etc.
• Demonstrates how colleagues are aware and accountable for their roles in risk management and promote, recognize and support open discussion of risk management expectations, decisions, and outcomes.

HR Programs

• Partners with Business Partners to manage their full cycle compensation needs from job evaluations to job offers to annual compensation planning.
• Supports employees and managers on benefits and polices related FMLA, ADA and other leave and accommodations needs.
• Leads talent review discussions supporting succession planning, the identification and development of key talent needed for business success and developing plans to reduce key person dependencies.
• Plans and assists with leadership transitions including knowledge transfer, onboarding and offboarding.
• Provides guidance on the Performance Management process and assists leaders as they provide feedback on business results and competencies.
• Coordinates with the business unit and talent acquisition team to proactively identify recruitment needs and hire skilled talent including participating in the interview process and development of job offers.
• Analyzes engagement data and identifies plans to support retention of colleagues.

HR Leadership

• Leads the improvement of the quality and delivery of HR processes.
• Manages large-scale or multiple HR consulting projects from initiation to delivery
• Contributes to and supports the execution of the HR strategic plan.
• Selects, motivates, and retains high performing talent, cultivates a spirit of teamwork and continuous improvement with shared goals and objectives.
• Supports the development and growth of direct reports through one-on-one coaching and performance management.
• Manages expenses and budgets associated with the team and work managed.
• Stays current on HR trends, regulatory changes, and best practices.