Develop in some cases, and implement in other cases, HR strategies and action plans that are aligned to and drive achievement of business objectives.
This may be accomplished by leveraging and integrating key HR levers, including organizational design, workforce planning, talent data and analytics, talent acquisition, performance management, identification of employee potential and succession, total rewards, talent development and employee engagement.
Drive talents plans aligned with and provide input into the organization’s change management plans, including stakeholder analyses, communications and training plans, risk identification and mitigation plans, transition plans, and measures of success.
Act as a coach and advisor to business change leads, senior leaders and managers to help them fulfill their change leadership roles and build change agility in the organization.
Use data and analytics to drive talent discussions and influence the organization.
Help drive enterprise HR initiatives in the organization and ensure the organization’s talent plans align with enterprise-wide HR strategies and programs, working closely with other HR Partners (Staffing, Benefits, Training, Compensation, Employee Relations) as needed.
Identify and share strategies and solutions that may be implemented in other business areas to improve organizational effectiveness with business heads and HR colleagues; drive implementation where appropriate.

Strong experience (5-7 years) in the field of HR, with a solid knowledge of all HR functions as key business levers.
A minimum of 3 years of change management experience focusing on the people side of change.
Demonstrated success as an internal consultant, understanding the broad picture, creating positive outcomes.
Able to build credibility with all levels of management quickly through demonstrated expertise, self-confidence, influencing skills, and insight.
Strong data analysis skills.
Strong project management skills.
Demonstrated success analyzing organizational issues and implementing appropriate solutions.
Skilled as a facilitator.
Demonstrated ability to work effectively with senior management.
Strong collaboration skills across business areas and within HR.
Ability to maintain appropriate balance between business demands and priorities of the HR organization.
Ability to manage multiple, competing priorities.
Strong service orientation.
Seen as positive and a leader by colleagues.

Director, HR Business Partner – Technology

Key skills