SUMMARY
The Human Resources Senior Director and Business Partner leads collaborative efforts with members of the leadership team to identify, plan, develop, and direct HR initiatives, programs, and activities that support a business group’s business goals and objectives. Works with the Business Executive and other members of the leadership team to enable key priorities, including (but is not limited to) talent & succession planning, staff career mapping, culture, employee experience, performance management, leader effectiveness, and workforce planning.
ESSENTIAL JOB FUNCTIONS
To perform this job successfully, an individual must be able to satisfactorily perform each essential function listed below.
Leads and directs the HR function for the delivery of effective human resources services such as employment, employee relations, training and development, and performance management and coaching to the regional business group.
Contribute to the business strategy by helping business leaders to identify, prioritize, and build organizational capabilities, behaviors, structures, and processes.
Implement and lead a comprehensive talent and succession planning process
Facilitate long-term initiatives aligned with the strategic business agenda
Provides guidance and input on business unit restructures, acquisitions & mergers, and workforce planning
Identifies, develops and provides proactive HR solutions to complex workforce related issues.
Leads the organization, planning, development, implementation and administration of human resources activities and carries out policies and procedures relating to all phases of HR activities that support the business group’s business goals and objectives.
Enhances organizational effectiveness by identifying and analyzing current circumstances, implementing organizational development initiatives, and providing and developing training programs.
Leads collaboration in the development and maintenance of succession plans. Identifies and recommends new organization structures.
Develops and executes strategic plans and initiatives. Identify HR implications of these plans and recommend innovative programs and solutions.
Leads the planning and implementation of the operating group’s human resource related strategic and tactical business plans.
Ensures consistent application of HR programs, policies, and practices used across the regional group and Sevita.
Actively participates in business planning activities. Confer with management and leadership to plan business objectives, and coordinate HR functions. Provides input in the development of polices.
Regularly reviews and analyzes metrics and data to identify developing trends. Communicates developing trends that impact the group’s business to leadership.
Ensures the proper resolution of employee relations issues. Review and approve employee discharges and other disciplinary actions. Ensure the proper administration of employee layoffs and work force transition efforts.
Provides coaching to managers on the most effective ways of addressing employee issues. Improve employee satisfaction by identifying and responding to concerns and developing leadership and morale-building programs.
Maintains a current knowledge of problems with morale or organizational effectiveness throughout the region.
Review information such as employee exit data, turnover statistics, and complaints to identify problem areas and trends. Develop and administer corrective action plans.
Performs other related duties and activities as required.
SUPERVISORY RESPONSIBILITIES
Manages assigned personnel. Completes performance evaluations, orientation, and training. Makes decisions on employee hires, transfers, promotions, salary changes, discipline, terminations, and similar actions. Resolves employee problems within position responsibilities.
Minimum Knowledge and Skills required for the Job
The requirements listed below are representative of the knowledge, skill, and/or abilities required to perform…