VP of Human Resources

SUMMARY

The Vice President, Human Resources Talent is a key member of the JD North America Group Centers of Excellence leadership team and assumes a strategic role in the overall management of the company. Establishes and implements human resources strategies that have a mid to long-term (3-7 years) impact on business results in alignment with the JD North America Group objectives. This leader will be committed to creating a diverse and inclusive workplace that fosters growth and development for all employees. The Vice President of Talent will be a strategic leader responsible for developing and executing talent acquisition, development, and retention strategies. This role will ensure that the company attracts, develops, and retains top talent to drive business success and maintain our competitive edge in the retail industry.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• A key mandate for this Vice President will include a responsibility scope including leadership (assessment/succession); learning, development, and career pathing (design and delivery); training and content curation; organization design; performance (accountability/analytics); and advocacy (employee engagement).
• Additionally, this executive will leverage previous HR business partner experience to lead a team thats sought out and valued by the business. Beyond managing a proactive team in a highly matrixed setting, this executive will upgrade, inspire, and actively communicate changes ahead to their team and as needed to business leaders.
• Be accountable for seeing the "big picture" linking forward-thinking talent programs and organization design with on-the-ground execution and alignment within the facias. It is critical that what is built can be delivered, infused into the business, and ultimately measured by outcomes.
• With a bias for action, this leader must display a deep curiosity to think differently and urge others to do so. It is critical that this executive leverage excellent assessment and collaboration skills to identify potential and generate buy-ins across facias.
• This Vice President must be passionate about enabling business success and adept at dealing with both strategic issues and tactical Implementation in an action-oriented and hands-on environment.
• Inspire and lead a team that operates with a sense of urgency, proactively solves problems, and embodies a commitment to high performance.
• Interact with facia leaders and other business executives, providing strategic advice on people issues and HR needs for each group.
• Identify critical roles, determine talent gaps, contribute to internal mobility efforts, and develop long-term plans to bridge succession opportunities.
• Provide and build a structure for career development, mobility across a complex business, and accountability for middle management.
• Establish and communicate performance benchmarks and drive a culture of innovation and collaboration down into the organization.
• Provide strategic counsel, advisory, and consultative services to leaders on business and people-related issues to support growth, enabling its leadership teams to tackle specific challenges and business objectives.
• Provide thought leadership and insights into HR best practices using external/competitive benchmarks and internal, global expertise.
• Assess and monitor the effectiveness of the HR function, modifying as required.
• Leverage deep domain expertise in talent management, organizational design, development, and business partnership to support the organization as it integrates and scales.
• This executive will leverage change management expertise and advocate for a talent-rich and business-focused HR organization.
• Oversee the build and alignment of talent plans and programs, leveraging organizational design expertise as the organization integrates and scales.
• Provide ownership and leadership in the areas of succession and pipeline throughout the JD North America Group.
• Deliver expertise, consultation, and direction in all areas related to enterprise-wide talent.
• Partner closely with the CHRO, senior leadership, facia executives, and other colleagues to align talent programs and systems with business goals. Leverage the strength of these relationships to ensure ongoing support and buy-in.
• Oversee the selection, delivery, and infusion of relevant technologies, systems, tools, and metrics related to all aspects of the employee lifecycle.
• Drive a cohesive but brand-aware attraction, retention, and development strategy across the facias.
• Act as an organizational coach who builds organizational capabilities reduces complexity, and partners with clients to maximize team performance.
• Provide strategic coaching to key employees on succession planning, career path development, and performance management.
• Protects the companys assets and financial information by ensuring the accuracy and effectiveness of internal control procedures and informing management and/or appropriate officials of potential fraud risks.

SUPERVISORY RESPONSIBILITIES

• The areas of supervisory responsibility will be Talent Acquisition, Talent Management, Learning, Professional Development, Talent Mobility, People Experience, and DEIB.

QUALIFICATIONS

• Bachelors degree in human resources, Business Administration, or a related field; masters degree preferred.
• 10+ years of experience in talent management, with a proven track record in a leadership role.
• Strong understanding of talent acquisition, development, and retention of best practices.
• Excellent interpersonal and communication skills.
• Ability to think strategically and execute tactically.
• Experience in the retail industry is a plus.
• Demonstrated commitment to diversity and inclusion.
• 10+ years operating in human resources in highly complex, customer-focused businesses
• Successfully operated as an integral part of a senior management team, contributing to business areas beyond HR. Other critical areas of functional expertise: are organizational effectiveness, talent management, and performance/organizational culture management.
• A blend of talent and business partnership experience
• Proven success as a critical and accessible partner to business leaders as a talent specialist, with additive functional business partner expertise. Leveraged relevant and best people practices advancing the recruitment, retention, mobility, and development of talent in the context of business results.
• Leadership role during a time of change (M&A, growth, restructuring, etc.)
• Demonstrated success in guiding strategic and operational change down into an organization. This includes prior experience implementing organizational design and change management initiatives in a business, function, or organization. Possess a continuous improvement mindset.
• Consumer-facing, dispersed field operations experience Track record of supporting a multi-site, highly distributed workforce comprised of hourly employees, sales employees, and employees in corporate functions. Preference for candidates who are familiar with the critical talent dynamics in industries such as retail.

REQUIRED SKILLS/ABILITIES

• LANGUAGE SKILLS
• Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.
• MATHEMATICAL SKILLS
• Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, and percentages. Ability to demonstrate knowledge of generally accepted retail principles.
• REASONING ABILITY
• Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

While performing the duties of this job, the employee is frequently required to stand; walk; sit; use hands to type, handle or feel; and talk or hear.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

The noise level in the work environment is usually quiet to moderate.

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