Description

• Strong track record of providing excellent work/life balance
• Comprehensive benefits package and competitive compensation
• Commitment to fostering an inclusive culture of belonging and empowerment through our core values - collaboration, cou

• Serves as key liaison/uses influence to ensure an enterprise-first approach to business strategy.
• Develops a strategic partnership with business leaders in assigned group to deliver HR strategies that align with business goals.
• Collaborate with executive leadership to drive the advancement of HR initiatives.
• Coach senior leadership to enhance their leadership capabilities, foster team cohesion, improve interpersonal communications, and refine performance management.
• Ensure the seamless integration of strategies and solutions, in collaboration with Centers of Excellence (CoEs) and Shared Services.
• Spearhead the alignment of HR programs and operations with senior leaders' strategic organizational goals.
• Work closely with senior executives to craft and implement HR strategies in harmony with overarching business objectives, facilitating organizational growth and prosperity.
• Provide strategic guidance on employee engagement and communication plans, to support successful navigation of organizational change initiatives.
• Pioneer innovative and holistic HR practices to address critical business challenges.
• Facilitate forward-looking discussions on talent development and organizational culture.
• Advocate for HR solutions within leadership and the supported business units.
• Serve as a collaborative problem-solving partner to both the business and HR.
• Develop the organization's capacity for change and effective execution within the business.
• Focus on core HR Business Partner responsibilities while engaging with other Business Unit HRBP leads, CoEs, and Shared Services as necessary to drive desired outcomes.
• Leverage data, analytics, benchmarking, and industry knowledge to inform and enhance business recommendations.

• Partners with Talent Acquisition, Talent Development and Engagement, other business unit HRBPs, and SCP leadership to drive talent strategies and programs. Focuses on retention through accurate identification of high potential talent, partners in the selection and onboarding processes, coaching, development of talent, succession planning and will have a clear point of view on talent strategies needed to enable business results.
• Act as subject matter expert, thought leader, and advisor to Executive Leaders on the talent needs of their top high potential leaders to ensure alignment with organizational and talent strategies.
• Lead (plan and facilitate) talent review and succession planning processes ensuring inclusive processes. Manage roll-up and next step. During these processes, build capability for HRBPs and Leaders to enable accurate high potential assessment and successor identification, resulting in best-in-class execution of talent strategies and discussions, and imbedding of talent philosophies into our work environment.
• Executes talent strategy and development initiatives, including Talent Review/Succession planning, Development planning, and Workforce planning.? Leverages data and analytics to assess talent against current and future needs, identify gaps, and recommend initiatives to address.?
• Integrates talent strategy with business objectives to ensure robust succession and development plans for practice executive leadership team.?
• Participate in the creation and ongoing development of the Talent Review Process and Succession Planning enablement tools.

• Ability to develop strategies to support and drive business priorities.
• Ability to learn and partner on solutions for business priorities and talent challenges.
• Ability to navigate within high ambiguity and strategic work, with the ability to effectively translate strategic priorities and intent into practical talent solutions.
• Thought leader in high potential and growth area leader development for the Business unit.

• Ability to partner with and influence colleagues within HR and create accountability with different communities across the organization (Business Units, Finance, Legal, and Executive Leadership team members).
• Ability to influence in a matrix organizational structure.

• Excellent interpersonal and coaching skills, ability to assess needs, collaborate, and build practical solutions that drive results.
• Strong grasp of how to coach a variety of employees at all levels within the organization.

• Well-developed verbal and written communication skills.
• Executive presence

• Ability to accurately distill complex information and communicate the information in a concise and understandable manner.
• Highly experienced at handling sensitive issues and situations.

• Business Expert and Talent Strategist: Knows business well and has a clear point of view on talent strategies needed to enable business results.
• Experience with organization transformation and subsequent talent need identification.
• Business mindset: able to understand the business and financial conditions, link HR and business strategy, and identify ways to improve business performance.
• Capability & culture builder: skilled at identifying and assessing current organizational capabilities, building what is required, shaping, and supporting culture, and aligning solutions to reinforce culture.
• Change management: demonstrated experience in articulating the business case for change, evaluating change readiness, building, and executing stakeholder plans and transition activities, and managing sustained change and transition.
• Experience with effectively identifying, utilizing, and presenting data in a way that facilitates evidence-based decision-making preferred.
• Demonstrate resourcefulness and initiative.
• Team oriented with strong collaboration, influence, and negotiation.

• 7+ years of strategic HR experience
• Bachelor’s degree or equivalent in Business, HR, OD, or similar field, required.
• Master's degree in business, HR, OD, or similar field, preferred.
• Prior HR experience in a large, high execution organization.
• Experience in a large, complex, matrixed organizations.
• Demonstrated strategic, critical, analytical, and innovative thinking skills.