Senior Director, Human Resources

Reporting to the Chief People Officer, the Senior Director, Human Resources will lead our global Talent Management function. This includes Organizational Development, Talent Development and People Analytics functions with a focus on driving exemplary talent management strategy and practice. In this role, the candidate will directly manage our US HR team and will serve as our US HR leader; working with the HR leads in the other global region.

As a successful candidate, he/she/they will bring strong subject matter expertise talent management practices, together with knowledge of compliance, regulatory requirements, and industry standards related to talent acquisition, learning, and development, and have a strong background leading HR for a region, and globally.

The candidate will enjoy designing and building talent and leadership development capabilities to enable career growth and foster positive staff experiences and engagement. He/she/they will build relationships with external partners, internal stakeholders, and the executive team to foster alignment between talent, performance, and development initiatives and business needs. You recognize the value and potential of leadership to attract, onboard, motivate, and retain staff.

Strategy and Vision

• Set the vision and establish the strategy for the Learning and Organizational Development, Talent Acquisition, and People Analytics functions that will enable the organization to achieve strategic impact goals
• Manage team performance and budget, including negotiating fees with partners, reviewing contracts, and identifying cost saving opportunities

Learning, Organizational Development, and Performance Management

• Design the organization's talent development and performance management strategy to drive staff engagement, internal mobility, and retention while delivering a scalable approach to supporting leaders across the organization with coaching, mentoring, talent reviews, and succession planning
• Strategize with leadership to ensure talent management initiatives foster a strong performance culture that advances competency development for all career stages and incorporates inclusive leadership behaviors
• Ensure a comprehensive onboarding experience for new hires and internal career mobility
• Lead the assessment of staff experience and engagement across the talent lifecycle by facilitating the benchmarking, design, and execution of surveys; drive action planning aligned to survey feedback/insights received to enhance staff engagement and foster a culture of belonging
• Develop and lead an impactful succession planning process with senior leadership.

Talent Acquisition

• Determine the strategies, systems, and processes needed to effectively attract the best talent, foster career progression, and build workforce planning capabilities aligned to organizational goals
• Define and communicate key talent acquisition and sourcing metrics, targets, and goals to the organization and senior leadership stakeholders, including but not limited to time to hire, candidate experience, diversity metrics, and quality of hire
• Ensures the integration of Loparex' s global diversity, equity, and inclusion (DEI) strategy into all talent management systems, structures, and processes
• Further engage global employees in community involvement and philanthropy.

People Analytics

• Drive the analysis of people data and trends to design strategies for how we recruit, onboard, coach, and develop staff and people managers to enable career growth and strategic workforce planning
• Establish standardized reporting and analytics to increase capacity across the people function and provide robust data-driven insights to inform decision-making by leadership
• Evaluate the effectiveness of talent management programs and practices through metrics to continuously innovate and enhance the staff experience lifecycle
• Lead the HRIS team and other Human Resources sub-teams to ensure HRIS improvements are regularly occurring across talent, performance, and development systems and business processes, and people analytics are readily available, as needed by the business

The Sr. Director is responsible for enterprise-level design, implementation, and ongoing evaluation of Loparex's talent management framework and processes related to talent acquisition, performance management, employee retention, succession planning, and leadership development.

Relying on data from across company systems and integrating employee feedback into analysis, the Sr. Director leads the conceptual design of analytics, tools, and training to inform leadership decisions to drive HR investments that support our global culture and employee experience.

The Sr. Director is expected to collaborate closely and inclusively across all of the global Human Resources team and with stakeholders across the company, demonstrate excellent customer service, and provide timely consultative expertise to help find solutions for emerging HR challenges.

If you are a builder and designer with a passion for making a difference in the lives of people around the world, this is the job for you!

Responsibilities:

• Provides overall leadership, management, and strategic vision for the Talent Management and Learning (TML) departments and the US HR team.
• Develops and implements enterprise-level talent management strategies, initiatives, and programs that support the recruitment, development, and retention of high-performing employees, in alignment with best practices, Loparex's corporate strategy, and DEI principles
• Creates and maintains the enterprise-level talent management framework, including workforce planning, performance management, employee development, career pathways, and succession planning
• Drives the development and implementation of enterprise-level employee learning framework and appropriate development programs to enhance employee skills, knowledge, and performance. Partners with business lines and shared services as needed to develop targeted content
• Leads the analysis of feedback collected from staff through employee engagement survey, ad hoc surveys, exit surveys, and other avenues to inform corporate action and future talent and culture investments
• Collaborates closely with the Chief Human Resources Officer and Executive Leadership in the development and roll-out of HR professional standards, guidance, and training to support consistent and strengthened HR management
• Oversees continuous improvement applicant tracking system (ATS) and legal compliance with Department of Labor/Office of Federal Contracting Compliance Program (DOL/OFCCP) and Equal Employment Opportunity (EEO) regulations of recruitment process for all US-based staff, collaborating across teams and divisions to ensure a compliant and positive end-user experience and smooth on-boarding up to orientation
• Leads the US site teams, providing frequent and timely feedback, mentors staff for growth, and conducts annual performance management reviews
• Oversees the maintenance and regular updates of HR related to talent acquisition, talent management, and learning
• Stays abreast of industry trends and HR best practices and makes recommendations for continuous improvement to drive organizational performance
• Serves as the #2 and right hand to the CHRO.

Requirements:

• Bachelor's degree or equivalent work experience, master's degree a plus. HR and/or DEI certifications also a plus.
• Minimum of 10 years of relevant, progressive HR management experience, experience in organizational change management and communications strongly preferred
• Strategic thinker with strong interpersonal and communication skills, able to design and implement HR strategies that align with organizational goals and desired business outcomes
• Previous experience working and collaborating with executives, senior leaders, and stakeholders to design and implement talent management initiatives
• Demonstrated experience in managing a diverse workforce and promoting diversity and inclusion initiatives
• Ability to operate at advanced levels of authority and control significant activities, and resources to produce and take responsibility for results
• Strong knowledge of MS Office applications and word processing abilities required
• Demonstrated ability to provide proactive direction, advisement and support to both internal and external clients required
• Ability to maintain discretion and work with highly confidential and/or protected information
• Exhibits high emotional IQ with emphasis on empathy and compassion
• Demonstrated leadership, versatility and integrity

Benefits:

• Medical, Dental, and Vision Insurance
• Telehealth
• Health savings account with generous annual employer contribution
• Fitness reimbursement program
• Development and career growth opportunities
• Competitive 401(k) matching program

We are an equal opportunity employer. All qualified applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other category protected by applicable law.