Cox Enterprises
HRBP Director, Strategy and Finance
Cox Enterprises, Atlanta, Georgia, United States, 30383
Cox Communications
is currently looking for a
Human Resources Business Partner Director, Strategy and Finance
to join our team in
Atlanta, Georgia
. The Role: The Human Resources Business Partner (HRBP) Director, Strategy and Finance serves as a trusted and influential business partner supporting leaders, functional EVPs and other stakeholders within complex businesses that require a very high level of strategic support. They serve as the face of People Solutions to our Strategy & Finance organizations through advice and/or service delivery of people and talent programs, processes and service, and strategic support to leaders in their execution of business strategy. The Director ensures strategies align with enterprise objectives and strategic direction and supports the client organization’s vision, mission, and strategic direction. They proactively anticipate growth, change indicators, and enable functional business deliverables. As a senior-level individual contributor reporting directly to the AVP, HR Business Partners, the Director provides client leaders with strategic guidance, design and delivery of people programs and services. These areas include recruiting, compensation, benefits, training and development, employee engagement and communications. The Director is also involved in all People Solutions lifecycle programs and activities, change enablement support for business leaders, strategic workforce planning and talent & succession management in support of business goals. They ensure consistent application of policies and procedures, as well as compliance with corporate policies and with government regulations and statutory requirements. The Director supports a positive and productive culture, and the development and maturing of key capabilities. They serve as the client liaison with other People Solutions groups (i.e., Talent Acquisition, Learning & Development/ raining, HRTS, Compensation, and Benefits). Responsibilities: Provides very intentional, relentless support, enablement, and advancement of Cox’s vision to strengthen our customer focus, reduce costs, and invest in growth businesses.
Assists client executives and their teams in executing growth strategies aimed at extending our network, enhancing our customer focus, growing portfolio offerings, and adapting our ways of working.
Establish budgets, operational plans and performance requirements.
Engages with executive leadership to develop, implement, and monitor progress of strategically focused People Solutions programs, initiatives, policies, and operations.
Partners with business leaders to understand evolving business needs and associated people and organizational requirements.
Collaborates with People Solutions teams and specialists to ensure the proper alignment and focus of People Solutions programs, initiatives, and priorities.
Monitors People Solutions programs and initiatives company-wide to ensure effective focus and positive impact on enhancing people and organizational capability.
Analyzes people and organizational requirements, operations, gaps, and issues - engaging with senior leadership to understand potential business implications and develop resolution strategies.
Serves as the primary HR business partner to the business and collaborates within HR Centers of Excellence (COE) to execute strategy and evaluate the success of initiatives impacting business performance.
Conducts needs analysis to identify training related opportunities and leverages talent management resources to further analyze and recommend appropriate solutions, to include performance management, OD interventions and training solutions.
Independently consults with leadership teams on an on-going basis to review the accuracy of organizational structures, job design and team performance to meet business goals.
Consults with the business to facilitate and drive to solution a variety of employee interventions such as team building, select meeting facilitation (executive, strategic groups, leader assimilations), EOS action planning, etc.
Facilitates the implementation of talent management practices that enable business leaders to conduct ongoing assessment and succession planning resulting in key talent identification.
Partners closely with the COE to identify, recommend, and drive solutions to complex compensation and pay challenges that impact talent and the achievement of business goals.
Provides advice, best practices, framework and methods to the business on how to identify and develop internal leaders as well as help improve the team effectiveness.
Anticipates and facilitates the identification of key business changes and the implementation of those changes to achieve the desired end state as a business.
Supports the company’s employee engagement and inclusion/diversity strategies into the integrated functional business plans.
Guides and directs support for M&A and integration activities, where applicable.
Qualifications: BA/BS degree in a related discipline (Human Resources, Business, etc.) and 10 years’ experience in a related field (Human Resources, Employee Relations, Talent Management, Talent Acquisition, etc.). The right candidate could also have a different combination, such as a master’s degree and 8 years’ experience; a Ph.D. and 5 years’ experience in a related field; or 14 years’ experience in a related field.
Strong knowledge of Microsoft Excel and PowerPoint.
Excellent time management, organizational, communication and collaborative skills.
Possesses the ability to manage conflicting priorities with ease and act with a sense of urgency to drive deliverables to completion.
Demonstrates a mastery of analytical thinking, business acumen, consulting, managing multiple priorities, and Project Administration and Management.
Demonstrates a mastery of building partnerships, collaborations with intent, guiding team succuss, leading change and leading with vision.
Preferred Qualifications: Master’s degree.
Experience supporting a start-up or new venture business.
Prior experience in at least two areas of HR.
Certification in PHR/SPHR.
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is currently looking for a
Human Resources Business Partner Director, Strategy and Finance
to join our team in
Atlanta, Georgia
. The Role: The Human Resources Business Partner (HRBP) Director, Strategy and Finance serves as a trusted and influential business partner supporting leaders, functional EVPs and other stakeholders within complex businesses that require a very high level of strategic support. They serve as the face of People Solutions to our Strategy & Finance organizations through advice and/or service delivery of people and talent programs, processes and service, and strategic support to leaders in their execution of business strategy. The Director ensures strategies align with enterprise objectives and strategic direction and supports the client organization’s vision, mission, and strategic direction. They proactively anticipate growth, change indicators, and enable functional business deliverables. As a senior-level individual contributor reporting directly to the AVP, HR Business Partners, the Director provides client leaders with strategic guidance, design and delivery of people programs and services. These areas include recruiting, compensation, benefits, training and development, employee engagement and communications. The Director is also involved in all People Solutions lifecycle programs and activities, change enablement support for business leaders, strategic workforce planning and talent & succession management in support of business goals. They ensure consistent application of policies and procedures, as well as compliance with corporate policies and with government regulations and statutory requirements. The Director supports a positive and productive culture, and the development and maturing of key capabilities. They serve as the client liaison with other People Solutions groups (i.e., Talent Acquisition, Learning & Development/ raining, HRTS, Compensation, and Benefits). Responsibilities: Provides very intentional, relentless support, enablement, and advancement of Cox’s vision to strengthen our customer focus, reduce costs, and invest in growth businesses.
Assists client executives and their teams in executing growth strategies aimed at extending our network, enhancing our customer focus, growing portfolio offerings, and adapting our ways of working.
Establish budgets, operational plans and performance requirements.
Engages with executive leadership to develop, implement, and monitor progress of strategically focused People Solutions programs, initiatives, policies, and operations.
Partners with business leaders to understand evolving business needs and associated people and organizational requirements.
Collaborates with People Solutions teams and specialists to ensure the proper alignment and focus of People Solutions programs, initiatives, and priorities.
Monitors People Solutions programs and initiatives company-wide to ensure effective focus and positive impact on enhancing people and organizational capability.
Analyzes people and organizational requirements, operations, gaps, and issues - engaging with senior leadership to understand potential business implications and develop resolution strategies.
Serves as the primary HR business partner to the business and collaborates within HR Centers of Excellence (COE) to execute strategy and evaluate the success of initiatives impacting business performance.
Conducts needs analysis to identify training related opportunities and leverages talent management resources to further analyze and recommend appropriate solutions, to include performance management, OD interventions and training solutions.
Independently consults with leadership teams on an on-going basis to review the accuracy of organizational structures, job design and team performance to meet business goals.
Consults with the business to facilitate and drive to solution a variety of employee interventions such as team building, select meeting facilitation (executive, strategic groups, leader assimilations), EOS action planning, etc.
Facilitates the implementation of talent management practices that enable business leaders to conduct ongoing assessment and succession planning resulting in key talent identification.
Partners closely with the COE to identify, recommend, and drive solutions to complex compensation and pay challenges that impact talent and the achievement of business goals.
Provides advice, best practices, framework and methods to the business on how to identify and develop internal leaders as well as help improve the team effectiveness.
Anticipates and facilitates the identification of key business changes and the implementation of those changes to achieve the desired end state as a business.
Supports the company’s employee engagement and inclusion/diversity strategies into the integrated functional business plans.
Guides and directs support for M&A and integration activities, where applicable.
Qualifications: BA/BS degree in a related discipline (Human Resources, Business, etc.) and 10 years’ experience in a related field (Human Resources, Employee Relations, Talent Management, Talent Acquisition, etc.). The right candidate could also have a different combination, such as a master’s degree and 8 years’ experience; a Ph.D. and 5 years’ experience in a related field; or 14 years’ experience in a related field.
Strong knowledge of Microsoft Excel and PowerPoint.
Excellent time management, organizational, communication and collaborative skills.
Possesses the ability to manage conflicting priorities with ease and act with a sense of urgency to drive deliverables to completion.
Demonstrates a mastery of analytical thinking, business acumen, consulting, managing multiple priorities, and Project Administration and Management.
Demonstrates a mastery of building partnerships, collaborations with intent, guiding team succuss, leading change and leading with vision.
Preferred Qualifications: Master’s degree.
Experience supporting a start-up or new venture business.
Prior experience in at least two areas of HR.
Certification in PHR/SPHR.
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