Job Family: | Corporate Human Resources |
Job Title: | Director, HR Strategy & Planning |
Role Summary: | The Director, Human Resources Strategy is responsible for implementing, scaling, and improving people strategy programs and systems designed to support business goals while providing oversight for management of all HR operational /systemic functions. This is a multifaceted leadership position that strategically integrates technology, talent development, and employee engagement to drive organizational success. This individual is responsible for developing and executing strategies, systems enhancements and initiatives across these critical HR functions, ensuring they are aligned with the overall business objectives and aligned with our Global direction. This role will understand overall people trends, challenges, and opportunities and, they will implement solutions that increase engagement, retention and strengthen the effectiveness of our managers creating the most productive and satisfying work experiences for our employees across North America. Note: ONE NA follows a hybrid work schedule requiring employees to work 3 days in the office (ie; Tuesday, Wednesday, Thursday) and 2 days remote each week. |
Additional Responsibilities: | - Position works closely with regional VP of HR , HR Business Partners and Global HR staff to optimize HR systems to support the short and long term organizational strategy.
- Act as Partner and advisor to our leaders and proactively diagnose and communicate trends around their people and teams based on internal analytics and market data i.e., engagement, development, retention, collaboration and lead the development of solutions to address with the goal to support business goals with a talent strategy perspective.
- Develop and implement initiatives to retain high-performing employees creating a sustainable workforce through succession planning and skills development
- Modify and enhance comprehensive talent management framework and tools that encompass the employee lifecycle ensuring we can meet business needs, align with programs to comply with external requirements and legislation.
- In partnership with the Total Rewards , HR Policy & Programs and Talent Management teams, work in collaboration to execute activities within the employee lifecycle to drive a high-performance culture creating a connected workforce.
- Identify opportunities to streamline HR processes through technology and automation, improving efficiency and the employee experience.
- Assess and review the overall HR technology strategy, ensuring it supports the evolving needs of the HR department with a future forward approach.
- Oversee implementation, maintenance, and optimization of all HR systems (HRIS, ATS, performance management, learning management, talent management, engagement platforms, etc.). This includes ensuring data integrity, security, and compliance is aligned with KPI’s.
- Identify opportunities to streamline HR processes through technology and automation, improving efficiency and the employee experience.
- Demonstrate discretion and professionalism when working with leadership team on sensitive business and organizational issues, manage ambiguity, and propose workable solutions to challenging problems.
- Ensure strict adherence to all applicable employment laws and regulations and compliance as required in both North America and Canada.
- Support with a variety of HR related initiatives and projects to expand our Talent Management Program and technology to increase productivity and efficiency using data driven solutions.
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Function-Specific Required Skills and Competencies: | - A natural leader with an impressive balance of business acumen, influencing skills, relationship building and networking, flexibility and integrity.
- Proven ability to lead a team through challenging projects with exceptional skills implementing HRIS systems and enhancements
- An instinctive influencer with a clear point direction – to be viewed as trusted advisor
- Strong communication skills with ability to work with discretion and sensitivity across all levels of the business.
- Ability to use logic, reasoning, and factual data to identify the strengths and weaknesses of employees offering alternative solutions, conclusions or approaches to talent development/management and succession planning.
- Capability to create dashboards designed support data drive solutions
- Excellent at delivering difficult feedback/messages with a unique balance of directness, objectivity, and transparency.
- Ability to work independently including the ability to research and resolve issues with minimal guidance
- Ability to manage several complex projects simultaneously while working under specified timelines
- High degree of accuracy and attention to detail
- Excellent organization skills and ability to multitask
- Travel required as needed to field locations
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Required Minimum Years Experience: | - Minimum of 15 years of HR experience to include Global Human Resources work with multi-disciplinary knowledge of Human Resources systems, with strong skills in the Implementation of HRIS and transitional systems planning and talent management development, Strong experience with technology processes and analytics; ten years of progressive leadership experience in HR and HR systems
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Required Minimum Education: | Bachelor’s Degree in Human Resources Management or related field |
