The VP, People & Culture is a consultative role responsible for aligning business objectives with employees and management for company Globally. This is a large, complex operation, comprised of global colleagues, at all levels, with a large population of non-exempt employees. The current revenue size is approximately 800M+ with 1200+ number of employees. The position will lead a team that partners closely with the business and develops synergies across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The position will include regional as well as international human resource responsibilities. The VP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition. The position reports to the Senior Vice President, HR with a strong alignment to the Business Leaders.
HR Strategy/Planning – Understanding business strategy and translating into HR priorities and initiatives; taking a proactive approach to identifying key people issues and opportunities; building strong business cases to support recommended courses of action; making effective recommendations and having credibility with senior leaders as an effective business partner.
Organizational Design - Refine, develop and implement the organizational development framework and body of knowledge. In consultation with relevant sites and the site HR partner, responsible for OD work, the development of generic and complex business structures, and will take talent management requirements and feed them into the structure.
Employee Relations - Develop strategies to proactively engage leadership in focusing and driving increasing positive employee engagement. Provide consultative services to Business leadership on a variety of issues related to motivating, coaching, managing conflict, and addressing performance and behavior concerns.
Diversity & Inclusion - Cultivate a supportive and inclusive work environment for all of our employees. Implement fair company policies, implementing inclusion programs and applying objective hiring procedures.
HR Service Delivery/Technical Knowledge – Successfully planning, organizing and implementing significant HR initiatives; coordinating effectively across business, division and corporate HR groups to ensure smooth communication and program implementation locally.
Relationship Building/Influence – Gaining respect quickly across multiple audiences, including non-exempt associates and managers, and senior leaders across the organization; Approachable, open, collaborative while being assertive when appropriate; highly effective communicator with strong presentation skills. Supports and initiates opportunities to improve recognition and fairness onsite.
Management/Leadership - This position leads a team of HR partners and onsite HR Managers. Build, develop and recruit highly motivated, high-performance global and regional HR teams. Coach and mentor for employees in the team as well as across the full HR function.
A minimum of 10 years professional experience with at least 8 years of direct HR partnering experience; at least 2 years directly managing others.
Bachelor’s degree required; MBA degree highly preferred.
Demonstrated ability and experience in employee and labor relations to resolve a variety of highly complex issues and providing solutions aligned with business needs with a strong foundation in the application of employment law in business situations.
Strong analytical skills; demonstrated ability to analyze and interpret HR data and make recommendations based on trend analysis.
Ability to think systemically, consult and influence strategically with all levels of managers and leaders.
Highest level of integrity and ability to keep information confidential.
Strong business acumen: an understanding of the key financial drivers and dynamics related to growth and revenue goals of an organization.
Working knowledge of multiple HR functional disciplines (compensation, recruitment, learning and organizational development, employee relations and HR systems) required.
Demonstrated ability to build credibility and effective relationships with site leaders and managers, HR partners at all levels, and associate level employees.
Strong executive presence, excellent decision-making skills and the ability to work with a high degree of discretion.
Proven customer centric focus: ability to influence culture and create alignment between business goals, behaviors, and compensation systems that drive performance.
Ability to deliver strong results with limited resources, under tight deadlines and with a high degree of accuracy.
Effective leadership, management, and coaching skills; excellent interpersonal, collaboration and communication skills (oral and written) to effectively communicate across all organizational levels; managerial courage, ability to have effective critical conversations, using diplomacy and tact to diffuse high tension situations effectively.
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