Quest Diagnostics Incorporated
Director, Human Resources Business Partner - Pathology & Medical Services
Quest Diagnostics Incorporated, Irving, Texas, United States, 75084
The Director, HRBP Pathology & Medical Services partners with business/functional leaders at the mid to senior level to influence the design and execution of the business strategy by providing consultative support and leadership. He/She translates the business plan into talent and organizational plans and drives for results by building organizational capability and performance. The Director also liaisons with HR Centers of Excellence and Service Center to ensure optimal HR collaboration and service levels to clients.
Responsibilities:
Responsible for leading, coaching and developing a team of HR Business Partners in support of overall Human Resources and business strategy.Key member of the HR community working to develop the HR Business Partner role, including staying abreast of current HR trends and best practices.Builds relationships with senior level clients. Is a trusted and credible partner who anticipates needs and proactively recommends solutions.Serves as an active member of the senior leadership team in assigned business/function and can influence and challenge others at this level.Has a solid understanding of current and future business trends, both internal and external.Serves as an executive coach providing guidance and consultation to leadership.Consults with senior leaders to develop and execute business strategy to build organizational capabilities, behaviors, structures, and processes. Provides strategic direction and influences at all levels to drive implementation of the strategy.Translates the business plan into talent and organizational plan (e.g., owns the People Strategy for assigned business to include organizational re-design, strategic workforce planning, total rewards solutions, succession planning and talent management, organizational development, and employee engagement of workforce).Optimizes transformational change efforts by providing consulting support, guidance, and a framework for leading and managing change.Responsible for succession planning/pipeline to ensure leadership talent in support of the business strategy.Partners with and influences HR Centers of Excellence and HR Service Center to ensure the business is receiving optimal service and value-added programs that are aligned with business strategy.Use outcome-based metrics supplied by HR Service Center to identify trends and influence the business.Ensures strong leadership teams in place and plays a key role in recruiting senior level talent.Drives toward strong organizational performance as evidenced by business measures such as productivity, quality, and service.Drives toward optimal culture that facilitates employees' success, including Engagement, Diversity & Inclusion.Drives for high performance work environment that makes the organization a great place to work and delivers results.Estimated travel up to 30%.
Minimum Requirements:
Either a bachelor's degree and 10+ years Human Resources experience including 3+ years managing exempt level HR staff; or a master's degree and 8 years' experience, including 3+ years managing exempt level HR staff.Proficiency in MS Office products and HR systems.Understanding of state and federal labor laws and regulations.Highly developed and effective leadership and strategic influencing skills.Ability to work effectively with mid-level to senior members of the organization.
Equal Opportunity Employer: Race/Color/Sex/Sexual Orientation/Gender Identity/Religion/National Origin/Disability/Vets
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Responsibilities:
Responsible for leading, coaching and developing a team of HR Business Partners in support of overall Human Resources and business strategy.Key member of the HR community working to develop the HR Business Partner role, including staying abreast of current HR trends and best practices.Builds relationships with senior level clients. Is a trusted and credible partner who anticipates needs and proactively recommends solutions.Serves as an active member of the senior leadership team in assigned business/function and can influence and challenge others at this level.Has a solid understanding of current and future business trends, both internal and external.Serves as an executive coach providing guidance and consultation to leadership.Consults with senior leaders to develop and execute business strategy to build organizational capabilities, behaviors, structures, and processes. Provides strategic direction and influences at all levels to drive implementation of the strategy.Translates the business plan into talent and organizational plan (e.g., owns the People Strategy for assigned business to include organizational re-design, strategic workforce planning, total rewards solutions, succession planning and talent management, organizational development, and employee engagement of workforce).Optimizes transformational change efforts by providing consulting support, guidance, and a framework for leading and managing change.Responsible for succession planning/pipeline to ensure leadership talent in support of the business strategy.Partners with and influences HR Centers of Excellence and HR Service Center to ensure the business is receiving optimal service and value-added programs that are aligned with business strategy.Use outcome-based metrics supplied by HR Service Center to identify trends and influence the business.Ensures strong leadership teams in place and plays a key role in recruiting senior level talent.Drives toward strong organizational performance as evidenced by business measures such as productivity, quality, and service.Drives toward optimal culture that facilitates employees' success, including Engagement, Diversity & Inclusion.Drives for high performance work environment that makes the organization a great place to work and delivers results.Estimated travel up to 30%.
Minimum Requirements:
Either a bachelor's degree and 10+ years Human Resources experience including 3+ years managing exempt level HR staff; or a master's degree and 8 years' experience, including 3+ years managing exempt level HR staff.Proficiency in MS Office products and HR systems.Understanding of state and federal labor laws and regulations.Highly developed and effective leadership and strategic influencing skills.Ability to work effectively with mid-level to senior members of the organization.
Equal Opportunity Employer: Race/Color/Sex/Sexual Orientation/Gender Identity/Religion/National Origin/Disability/Vets
#J-18808-Ljbffr