Director, HRBP

Role Overview

• Use your energy, business knowledge and ability to build and execute HR strategies to drive business results
• Provide strategic partnership and a set of capabilities that ensure consistent and efficient strategies are used to improve the associate experience and diverse talent capabilities
• Support leaders and managers to enhance the associate experience and drive business results
• Plan, hire, train, mentor, and develop associates to meet significant business goals
• Coach and support mid
• and senior-level managers to improve their people leadership effectiveness and drive enterprise and business-specific talent programs
• Participate in talent management initiatives to identify, assess, develop, engage, and reward hard-working and high potential talent
• Provide thought leadership to senior management to craft the structure, processes, and ongoing development of our workforce today while positioning the firm to meet future demands
• Partner with business and HR partners to integrate HR capabilities with workforce planning, staffing, talent development, compensation and inclusion strategies to deliver on business results
• Bring data, measures, and analytics to influence decisions and guide prioritization of attention and investment of resources

Requirements

• 10 years of Human Resources experience
• Strong HR business partner capability across broad areas, including talent acquisition, compensation, inclusive talent strategies, employee relations, organizational design and development, workforce planning, and change management
• Outstanding interpersonal skills, proactively building strong consultative and collaborative relationships with HR colleagues and business partners and effectively navigating across business units and functions
• Develops, aligns and executes HR programs and initiatives; seeks successful completion in support of business unit plans
• Assesses organizational effectiveness from multiple views of impact and develops solutions to support business improvements
• Identifies talent needs, risks and gaps; builds and coordinates execution of a plan to address using talent management tools and resources
• Facilitates, executes and/or participates in Talent Review/Succession Planning discussions with business partners, owning the entire process across the BU/Function as required
• Confident in partnering with and coaching leaders at all levels, challenging and influencing difficult issues and strategic decisions, as well as providing sophisticated solutions to complex issues in an ambiguous environment
• Combines business knowledge with curiosity and empathy in actively listening to the needs and concerns of business leaders and functional partners to develop strategic recommendations
• Proactive problem solver who demonstrates critical thinking, analytical skills, decision-making, good judgment, independence, autonomy and accountability
• Analytical mindset, comfortable with data analysis tools (predominately Excel), and ability to tell a story and influence organizational and talent decisions using data in consultation with leadership
• Proven ability, flexibility, and resourcefulness to manage multiple priorities in a fast-paced, fluid, and deadline-driven environment, with comfort operating amid ambiguity
• Intellectual curiosity and ability to quickly build subject matter expertise and apply institutional knowledge to develop quality solutions

Benefits

• Comprehensive health care coverage and emotional well-being support
• Market-leading retirement
• Generous paid time off and parental leave
• Charitable giving employee match program
• Educational assistance including student loan repayment, tuition reimbursement, and learning resources to develop your career