Lead organization transformation and change management efforts to drive culture and business outcomes in partnership with CoE partners and sr. Division leaders.
Create organization design structures and operating models to enable optimal team support, driving the success of the business and maximizing employee performance and engagement.
Aligned to the evolving business demands, understand critical skills & supply/demand needs across the organization to inform talent movement actions.
Develop talent management, succession planning, and talent review strategies / cadence to bolster leadership talent capability and strengthen the talent pipeline.
Identify strategies to drive employee performance, engagement & retention, leveraging total rewards, company mission and values, best-in-class culture, career development and employee flexibility.
Leverage data insights and trends to identify functional business challenges; proactively partnering with/influencing leadership to strategize on business solutions; developing and leading planning, design, implementation, communication, and delivery of high impact HR initiatives across the organization and in partnership with peer HR Business Leaders.
Lead a team of HR professionals by providing guidance, flow-down, coaching and support to optimize their performance and potential.
Collaborate closely with the Sector functional organizations and CoEs to ensure clear communication, clarity and overall alignment for the leaders and HR teams.
Lead the HR operating rhythm (planning cycles, HRLT cadences, Human Capital reviews, and executive materials).
Requirements
Bachelor’s degree with 10+ years of progressive experience in HR, People Operations, strategy, or related field – OR – Master’s degree with 8+ years of progressive experience in HR, People Operations, strategy, or related field.
5+ years leading teams and delivering cross-functional programs.
Proven experience developing and executing HR or business strategies at the sector or enterprise level.
Strong program/project management skills and experience with HR operating models.
Executive-level communication, influence, and stakeholder management skills.
Proficiency with HR analytics, KPIs, and dashboarding.