Director – Employee Success

Director – Employee Success

Requirements

• Ability to travel upwards of 70% of the time
• 8+ years of experience working as an Employee Business Relations Partner with an ability to foster positive relationships between employees and an organization resulting in evidence of favorable outcomes
• Specific experience working with software, construction, and unionized employee populations
• Experience working with employees globally
• Proven ability to leverage deep understanding of the business strategy, plan, and value creation levers to provide insight and leadership into organizational effectiveness, talent planning, and talent development
• Proven ability to leverage data of many forms to drive actionable insights and demonstrable impact
• Comfortable working in a fast-paced environment with ambiguous and/or iterative fact-sets, decisioning
• Highly organized, process-oriented, excellent follow-through and reliable
• Ability to take initiative and work autonomously – and can conceive, develop and project manage key work from beginning to end
• Demonstrate a high level of discretion when dealing with confidential and sensitive matters
• Proven expertise in consultation, investigations, guidance, policy development, and coaching to managers to address sensitive and/or difficult employee behavior and performance concerns
• Proven ability to establish influential partnerships working with peers and leaders at all levels and across organizational lines to provide effective and strategic employee relations counsel
• Aptitude for staying informed of the latest HR trends to offer progressive and relevant solutions

Responsibilities

• Partner with the CPO, People Team Leaders and Leadership to create pragmatic, strategy aligned HR strategies and programs including performance management, management excellence programs, and compensation reviews
• Develop and implement programs that will drive positive change and impact
• Guide managers on career pathing and leveling, skill and professional development
• Serve as a point of contact for employees; helping them navigate professional or personal issues that impact their work and career growth
• Collaborate across peer groups to drive talent initiatives to meet business needs
• Lead day-to-day activities related to HR policies, processes, and programs
• Track and analyze key indicators of organizational health and recommend ways to improve value
• Drive initiatives to foster employee engagement, improve retention rates, and enhance overall job satisfaction
• Proactively strive to maintain a positive work environment that respects and supports inclusion, diversity, employee morale and overall well-being
• Conduct organizational assessments, talent gap analyses, and structure recommendations to align business strategy with HR initiatives
• Facilitate off-boarding for voluntary and involuntary terminations, when necessary

Preferred Qualifications

No preferred qualifications provided.