Senior Director, HR Business Partner Job at Ignite Human Capital in Los Angeles

Senior Director, Human Resources Business Partner

Would you like to join a growing medical device company and help shape the future of healthcare? In this exciting, high-impact role, you will be a key member of the HR team, reporting directly to the VP of HR. This individual will serve as a trusted business partner and advisor to the Product Innovation and Operations Leadership teams. The role involves providing HR leadership and strategic consultation to support the company's long-term organizational and business goals. Key responsibilities include organizational development, change management, leadership coaching, workforce planning, and talent management. Collaboration with HR Business Partners, Centers of Expertise (COE), and Shared Services resources will be essential to effectively execute HR programs and initiatives that significantly impact business results and enhance the employee experience.

Location:
You will be required to work on-site at our Northridge, California location three (3) days per week. This on-site presence is crucial to fostering collaboration and maintaining a strong connection with our team and the workplace environment.

Key Responsibilities:

A Day in The Life:

Organizational Development and Design

1. Assesses critical business issues, designs organizational development tools, and evaluates both long- and short-term strategic plans to enhance company performance.
2. Designs and implements programs and processes including organizational design, process improvement, and training to enhance the effectiveness of managers, teams, and organizations to increase productivity and customer satisfaction.
3. Facilitates change management through the design and implementation of reengineering and/or reorganization efforts.
4. Advises on team design and performance.

Driving Change Management

1. Identify the need for changing mindsets and behaviors in order to deliver business strategy and our mission; partner with leaders to develop change management plans to achieve desired outcomes.
2. Collaborate with assigned leaders to leverage change acceleration techniques, create team effectiveness plans, enable culture development plans, bring employee engagement plans to life, and drive inclusion and diversity initiatives.

Connecting Business and Talent Strategy

1. Provide strategic direction to build upon a high-performance culture.
2. Actively participate with business leadership in strategy development and operational planning.
3. Establish strong partnering relationships across business operating units, regions, and functions to enable business outcomes.
4. Maintain an “outside-in” perspective to leverage current industry best practices in support of business and talent strategies.

Enabling Leadership Effectiveness

1. Influence business outcomes through credible and authentic relationships with leaders and colleagues.
2. Counsel leaders in alignment with company policies and practices, legal considerations, and organizational priorities—advocating for both company and employee concerns.
3. Serve as a trusted advisor and coach to senior leaders, giving effective feedback, performance coaching, and development advice in support of leadership effectiveness.

Creating an Aligned and Cohesive HR Experience

1. Key integrated partnerships include:

• Organizational Development/Effectiveness: Partner to consult, assess, and drive organizational effectiveness strategies.
• Inclusion, Diversity, Equity: Drive progress toward GIDE aspirations and ensure diversity of talent.
• Talent Management: Partner to implement regular talent and organizational reviews, career development planning, performance management, workforce planning, and organizational health assessments.
• Talent Acquisition: Partner to identify key functional and leadership talent to strengthen the talent pipeline and increase organizational diversity.
• Total Rewards: Partner to effectively implement and communicate compensation and benefits programs to successfully attract, motivate, and retain employees. Ensure clear differentiation of performance in rewards and recognition.
• Employee Relations: Partner to anticipate, identify, and facilitate the resolution of employee relations issues.

Must-Have Minimum Requirements

1. Bachelor’s degree with at least 15 years of progressive HR experience or Master’s degree with at least 13 years of progressive HR experience, with exposure to high-performing organizations, including HR best practices.

Nice to Have:

1. MBA with HR specialization or Master’s degree in HR.
2. In-depth knowledge of business management concepts and practical applications gained through cross-functional business experience.
3. Strong analytical, project management, and execution skills.
4. Business acumen: Good business sense and judgment reflected in key decisions made.
5. Problem-solving: Well-honed analytical and problem-solving skills. Creative, risk-taking, and results-oriented mindset.
6. Influencing: Communicates with impact. Uses tailored communication and creates authentic and trusting relationships to influence clients, especially related to organizational planning and design.
7. Consulting: Strong coaching, consulting, and facilitation skills.
8. Leadership: Demonstrated ability to accomplish work through others, including leading project teams. Demonstrated experience in initiating and leading change.
9. Self-Management: Self-directed work style, able to work autonomously with minimal direction, deliver results with customer service skills, action-oriented, operates with a sense of urgency.
10. Flexible: Demonstrated career flexibility and adaptation skills.
11. Collaborative: Reaches across boundaries internally and externally to develop an extensive network of partnerships.