Director, People Business Partners
- Adaptable and flexible, ready to adjust to changing priorities and business demands.
- A strategic thinker who can connect the dots between business objectives and operational execution.
- Proactive and solutions-oriented, anticipating challenges before they arise and taking ownership of execution.
- A master collaborator with the ability to influence cross-functional teams and drive alignment.
- An exceptional communicator, capable of distilling complexity into clear, actionable insights.
- Discreet and trustworthy, with a strong commitment to maintaining confidentiality.
- Lead the evolution of the PBP function from primarily tactical execution to a more strategic, business-aligned function.
- Establish and drive consistency in PBP practices, processes, and service delivery, ensuring a unified and high-impact function.
- Establish and reinforce best practices in PBP service delivery, ensuring PBPs operate as strategic advisors to business leaders.
- Define and implement key performance metrics to measure PBP effectiveness, including the impact of HR programs on business performance.
- Act as a connector between PBPs and COEs (Total Rewards, Talent Acquisition, and Employee Experience) to drive seamless execution of people programs.
- Lead, coach, and develop a team of high-impact PBPs , ensuring they are seen as trusted advisors to the business.
- Provide ongoing training and mentorship, ensuring the team has the business acumen, strategic thinking, and consultative skills needed to influence at all levels.
- Foster a culture of collaboration, accountability, and innovation within the PBP team, ensuring alignment with business priorities.
- Partner with Total Rewards, Talent Acquisition, and Talent Management to ensure PBPs are effectively executing on performance management, compensation strategies, leadership development, and talent mobility.
- Build and implement a PBP effectiveness scorecard, ensuring data is used to measure and enhance the function’s impact.
- Provide guidance on change management, leadership development, and employee experience strategies to strengthen culture and engagement.
- Act as a thought partner to senior leadership, providing strategic counsel on workforce planning, talent retention, and organizational design.
- 10+ years of progressive HR experience, with at least 5+ years in a PBP leadership role .
- Strong experience in data-driven HR practices, workforce analytics, and strategic workforce planning.
- Deep business acumen, with the ability to translate business needs into HR strategies.
- Experience coaching, developing, and mentoring PBP s to increase their strategic influence.
- Expertise in change management, organizational design, leadership development, and employee engagement.
- Proven ability to use data and analytics to shape talent strategies and measure HR’s impact.
- Strong executiv e presence and the ability to partner with and influence senior leadership.
- Strong stakeholder management skills, with the ability to influence senior leadership and drive business alignment.
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