Head of HR

This is an American-funded consumer goods trading company. The Director of People (HR) is a senior-level business partner who supports these strategic objectives. In this role, you will act as a leader, advisor, and coach to deliver hands-on and strategic solutions to meet the business need and cultivate a meaningful culture. Report to HRVP, Global; Subordinate: 1

Key Responsibilities:

• As the Director People (HR), you must have the ability to assess situations and see opportunities to provide immediate and long-term solutions. You will be called on to collaborate across teams, influence at various levels, and engage hands-on. Your strong business acumen, coaching skills, excellent communication, collaboration skills, and project management abilities are the keys to success as you balance competing priorities and facilitate the best decisions for employees and the business in an environment of ambiguity and rapid change
• Partner with business leaders and the global people team to execute strategic initiatives and implement programs to support organizational growth, the employee experience, facilitate team effectiveness, accelerate the onboarding of new hires, provide performance coaching, development, and retention tools/resources. We are looking for someone who is both a strategist and a tactician who is ready to roll up their sleeves and dig into a highly dynamic organization
• Partner with managers on organizational design, workforce planning, succession planning, and talent development. Assess talent pipelines to ensure capacity to grow into roles of greater scope and responsibility (e.g., coachability, curiosity, engagement, commitment). Leverage this data to support pay-for-performance reward and recognition programs
• Prioritize the development of talent from within to develop talent where and when needed (e.g., skills, capability, and passion). Create learning forums where employees can grow from each other and develop themselves in alignment with business need and career aspirations
• Measure the employee experience and engagement through people insights. Use this data to cut through the noise and paint a picture of what is working, what is not and where to prioritize. Determine if the data represents a moment in time, a theme, or an emerging trend and what is the most appropriate action to take
• Advance the organization’s commitment to develop a strategy for diversity, inclusion and belonging, hire for culture add and deliver well-being initiatives centered on work-life integration. We do this through celebrating outside-in thinking to spark innovation, a belief in the value of first impressions and create an authentic hiring experience. We have learned that work, life, and the world are inseparable and recognize employees need to feel genuinely connected to the business. Engagement happens through a blend of purposeful work, a sense of belonging and a path for development
• Operate as a trusted advisor by using professional credibility and strong relationships with leaders to influence key priorities
• Strengthen the leadership team by providing coaching and development
• Partners to maintain a culture of excellent work and support our core values
• Identify trends that affect organizational objectives and/or operational resources
• Partner with managers and employees to resolve work-related challenges
• Responsible for employee reward and benefit programs
• Ensure market competitiveness and internal equity
• Simplify and amplify guidance, process, programs, and best practices
• Gather, analyze, present, and move people insights into action
• Facilitate talent reviews to identify strengths/gaps/risks and align talent investment with business need
• Deliver innovative programs that make company a truly compelling and inclusive place to work
• Optimize BambooHR (HRMS) to support the employee lifecycle and measurement
• Monitors compliance with all federal, state, and local employment laws, ensuring compliance with regulatory reporting requirements as well as state and federal laws
• Strategic HR business partner, experienced in designing end-to-end talent initiatives, organizational development, and delivery of change management programs
• Demonstrated ability to drive major initiatives, influence decision-makers, and enable performance at all levels
• Be an analytical thinker and a strategic problem solver, with the ability to reduce complexity and turn opportunities into practical solutions
• Bias for action to deliver in a collaborative, lean and fast-paced environment while navigating ambiguous situations and translating into actional people initiatives
• Built effective, inspiring, and approachable business relationships
• Business acumen, with a curiosity to learn what & how the business delivers
• Passion for innovative HR solutions and process improvement
• Experience with the full employee lifecycle
• An enthusiastic team player with a strong drive to move the business forward
• Establish trust and be able to maintain the confidentiality of sensitive information
• Solid skills and knowledge of Microsoft Office programs, including Word, Excel, and PowerPoint. HRMS experience required

Key Requirements:

• Bachelor’s degree in HR, Business Administration, or related field
• 10+ years of broad-based and progressive HR experience in a fast-paced, agile environment with a mindset to evolve the talent management space
• Demonstrate core values that enable teams and individuals to succeed with shared respect and purpose
• Expertise using data insights and trend analysis to develop capabilities to support employee experience, strategy, and culture
• Excellent communication skills, including strong relationship-building skills (e.g. written, verbal, presentation) to ensure effective interactions at all levels and from all backgrounds