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Director, Human Resources Business Partner

Company: S C Johnson & Son Inc
Location: Racine
Posted on: July 14, 2019

Job Description:

The Director, HR Business Partner Corporate, will provide human resource leadership HQ and GCB Finance functions, Legal, and Corporate New Venture Groups, within a large diverse geography, to drive the talent agenda and to create an engaging and enabling environment that attracts, retains and energizes talent. In addition, the HRBP will ensure that the organization has the talent and the organizational design to deliver the business strategy for long-term, sustainable growth. The HRBP collaborates with the HR Centers of Excellence, Operations as well as other HR business partners to develop and execute programs/policies that maximize the organization's effectiveness toward achieving its mission and other stated business goals. The incumbent will be expected to establish trusted relationships with executive leaders by truly understanding the business and aligning human resources programs to achieve business objectives. The Director, HR Business Partner, develops and execute best practices to promote employee engagement and development and to enable a high-performing workforce to contribute to the company's strategic growth. Essential Duties and Responsibilities: - Leads key human capital and workforce planning initiatives that support the business unit objectives and enabling functions - Partners with all CoEs and HR Leadership to direct and implement HR programs designed to deliver effective HR solutions aligned to business strategies - Ensures calibration meetings at the business unit senior leadership level are conducted in a fair and consistent manner - Drives global consistency of HR initiatives and programs within the respective business unit and serve as the final escalation point - Leads succession and workforce plans for respective business units/functions - Directs global talent management programs and leads monthly talent meetings and agenda for assigned business groups utilizing corporate talent tools and resources to ensure appropriate talent pipeline is in place (PMP, MS & D, Merits, and Executive Compensation, etc) - Identifies and articulates diverse and sometimes conflicting business requirements and challenges, and translate them into executable HR initiatives - Manages and develop direct reports through robust performance discussions, coaching and individual development plans, ensuring appropriate oversight at all site locations - Coaches and directs other HR Business Partners and / or business leaders in the implementation of optimal organization structures at all levels of the business, HR strategies and programs within the country and/or function - Serves as a change champion by developing and implementing a structured approach to change initiatives that will enable organizational transitions - Enables managers to develop their reports in alignment with business strategies by conducting/suggesting a variety of development activities (i.e., rotational programs, projects, etc.) - Aligns with COEs to identify new opportunities for improved workforce performance - Provides guidance on the Labor Relations Strategy to support business strategy, at times directly supporting labor negotiations - Ensures Total Rewards policies and practices align to COE philosophy, principles etc. given highly complex regional/business unit needs - Supports strategic initiatives associated with mergers, acquisitions and divestitures as necessary - Explores how market and industry changes will influence and challenge the business and propose an action plan - Additional responsibilities are listed in the Global Process Catalog Required Skills / Experience / Competencies: - Strong business acumen with demonstrated understanding of business strategy across all areas of organization - Ability to build deep and influential business partnerships throughout the organization by demonstrating an understanding of business fundamentals and decision-making processes - Strong analytical abilities to illustrate HRs impact on the organization - Embraces change and views challenges as business opportunities - Demonstrated success in championing change - Ability to confidently facilitate conversations between people with significantly differing views and backgrounds - Ability to modify own behaviors and approaches to address diverse needs and audiences - Ability to breakdown complex situations into individual components and understand the interrelationship between these components - Demonstrated success working in a global, highly complex organization across functions, regions, cultures, and levels - Adept at flexible and creative problem-solving - Demonstrated success in people management and development - Able to appropriately push back and challenge the status quo - Strong verbal and written communication skills to interact with senior level managers and executives - HR Highly proficient in Microsoft Office software - Able and willing to regularly travel regionally and, occasionally, globally - Bachelors degree required; Advanced degree strongly preferred - 10+ years of related HR experience, including multiple years of people management experience Preferred Skills / Experience / Competencies: - Business Needs Analysis & Data Analytics (Level 4): Determining scope, conducting a baseline analysis, compiling findings and making recommendations to address needs. - Change Management (Level 4): Conducting change readiness and change impact analyses, preparing communication and employee engagement plans, and developing strategies to address organizational change and related change management issues. - Consulting and Advising (Level 4): Advancing initiatives and mandates through consultation with client groups, relationship building, while ensuring alignment to corporate strategies - Organizational Analysis and Design (Level 3): Effectively applies organization design principles and job evaluation techniques in analyzing and designing/redesigning the organization structure and jobs within the organization. - Talent Management (Level 4): Supporting, developing, retaining and engaging a workforce by creating, implementing and maintaining talent management solutions (e.g., employee engagement, succession planning, learning and development, assessment, planning). - Workforce Planning (Level 4): Analyzes the workforce to ensure the organization has suitable access to talent to ensure future business success SC Johnson & Son, Inc. is an equal employment opportunity and affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, protected veteran status, status as a qualified individual with a disability, marital status, pregnancy, sexual orientation, ancestry, genetic information, or any other characteristic protected by law. If you are an individual with a disability and you need an accommodation or other assistance during the application process, please call our Human Resources department at ************ or email your request to ************* . All qualified applicants are encouraged to apply. Download the EEO is the Law poster for more information.

Keywords: S C Johnson & Son Inc, Racine , Director, Human Resources Business Partner, Human Resources , Racine, Wisconsin

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