The Human Resources Business Strategist-Senior Director will perform all or some of the following Job description:

• Develop initiatives that drive the strategy for the business unit ensuring alignment with business objectives, and the long term strategic vision of the organization

• Participate as an integral member of the business unit management team and is able to credibly provide insights to the business to help inform strategic decisions

• Act as a solutioning partner and architect with the business line lead in all areas concerning the growth strategy of the business, undertaking strategic projects where necessary in addition to the general partnering support required

• Partner with Director of Talent, providing input on key functional areas including Reward, Talent and OD for the business unit being supported

• Partner effectively with specialist groups (e.g. Talent, Reward, OD) to develop, deliver and promote initiatives in line with the business needs and to deliver against the strategic agenda developed at Corporate level

• Proactively identify key opportunities to further strengthen and build the senior-level talent pool within the business unit and continuously identify opportunities to flow key talent cross-functionally

• Use metrics and analytics regularly to help drive/steer management decisions, e.g., understanding the global footprint of the function, understanding the talent alignment and resource allocation for the function, driving strategic workforce planning using predictive analytics and scenario modeling for the function

• Work with the HR and business leadership team to identify organizational development improvements, particularly around culture change during periods of major transition and transformation within the organization

• Typically manage large scale change and transformation programs which can range across technology, process, service delivery through to mass redundancy and restructures for the SBU/Function

• Provide consulting and advisory services to any projects within the SBU where there is an identified need from a people strategy perspective

• Understand the link between employee engagement and performance and is able to draw these correlations to provide actionable insight to the line

• Regularly attend external events to promote Company HR and stay current on latest trends and external context (both commercial and HR specific) that would be prevalent to Company People Strategy

• Develop professional network both internally and externally and develop own profile to help identify best practices for the function (both commercially and for HR).

• Bachelor's Degree (±16 years)
• Masters preferred.
   

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