06 Sep 2018
A global client we have been working closely with for years, is now looking to build out its HR capability across key global business units. In its next phase of HR transformation, the company is eager to add seasoned HR leaders who will bring increased commercial acumen and innovation to the organization. A consumer goods and services company operating across more than 30 countries and with a population of more than 10,000 employees, it is well known for its focus on employee engagement and being recognized as a ‘Most Admired Company’ by industry peers. This role is based in New Jersey and will require global travel.
Reporting to the CHRO, the Global Director of Human Resources will provide leadership to key business units, delivering human resources strategies that are in line with business goals and organizational demands. He/she will be responsible for driving organizational capability and effectiveness with a key focus on identifying and developing key talent. Managing a lean team, this is truly a strategic role, working effectively with COEs to design cutting edge and innovative people strategies and influence execution at the regional and country levels. He/she will lead all succession planning, performance management and change initiatives as well as ensuring effective communication flow with key stakeholder to ensure consistent messaging as to the delivery of business objectives. Strategies will be delivered to enhance leadership development programs and the coaching of employees at all levels to build a highly engaged workforce. Furthermore, the HR Business Partner will work in conjunction with Total Rewards to deliver programs aimed at attracting and retaining top talent.
In order to impact the organization and drive the level osf success needed, the individual shall demonstrate experience as an HR Business Partner in a highly matrixed, fast moving and commercially driven organization. Global exposure is strongly preferred as is deep experience developing and implementing strategies aimed at improving organizational design and effectiveness. A proven track record in delivering succession plans and performance management processes is essential along with the provision of actionable data/metrics. Where examples can be given of innovation around diversity and inclusion and cultural engagement initiatives, they should focus on impact and outcomes. A high level of communication and influencing skills are prerequisites. To demonstrate growth potential, the individual should feel confident voicing his/her opinion and offering out of the box solutions. Creativity of thought is highly valued by the organization and the CHRO.