AVP, People Business Partner

3 weeks ago

Cumberland, United States Human Resource Dimensions Full time
As the AVP, People Business Partner, you will be a strategic partner to SVP leaders. You will partner to enable business outcomes through targeted solutions centered on evolving the operating model, developing a global resourcing strategy, driving a performance-oriented culture, and enhancing the talent planning and development. You will also partner with the People Experience Center and the Centers of Excellence to develop integrated approaches to further the business objectives and drive solutions to people-related challenges. As the AVP, People Business Partner, you will report to the VP, Executive Business Partner.

Duties and responsibilities:
  • The Business Partner must have a working knowledge of all the following disciplines to broker talent, effectively identify root causes of problems, and enable outperformance.
    • Financial Acumen
    • Talent Development
    • Succession Planning
    • Employee Engagement
    • Organizational Change
    • Organizational Design
    • Acquisition, Divestiture, and Integration of organizations
    • Talent Acquisition
    • Learning and Performance
    • Compensation
  • Strategic mindset- Long-term planning/forward-thinking, innovative, big-picture oriented.
  • Critical thinking- Challenge the norm, be curious, and take an outside perspective.
  • Results-oriented- enable business outcomes, and act with the end in mind.
  • Assist in forecasting and planning talent pipeline requirements to support business strategy.
  • Understand key business performance targets and their related talent implications.
  • Assist business leaders in providing employees with development opportunities aligned with current and future performance standards.
  • Provide expert advice and coaching to employees when appropriate.
  • Anticipate the needs and concerns of employees and leaders, soliciting opinions when appropriate.
  • Identify and drive the sharing of best practices across functional and business lines.
  • Maintain knowledge of progressive people practices and trends.
  • Contribute to people and cross-functional initiatives.
  • In collaboration with COEs, create new organization designs, new compensation plans or packages, talent recruitment initiatives, behavioral change via new learning initiatives, improved bench strength and individual development plans for key positions, etc.
     
Requirements:
  • A minimum of 8 years of Human Resources experience; 3 years should include creating people strategy and implementation for departments or functional areas.
  • Bachelor’s degree or equivalent experience.
  • Ability to analyze data and perform root cause analysis, determining insights that enable targeted actions to be executed to enhance performance / the situation.
  • Ability to lead through strategic change and challenges.
  • Ability to influence diverse stakeholders via effective communication up, down, and across to various constituencies, both verbally and in writing.
  • Financial Acumen/Understanding of annual and long-term budgeting cycles.
  • Knowledge and experience in workforce planning, organization design, change management, performance management, project management, problem-solving, coaching, employee engagement, diversity, and compensation.
  • Experience with matrix management.
  • Demonstration of strong collaboration skills.
     
Additional Skills/Experience preferred:
  • PHR/ SPHR or equivalent designation to demonstrate continuous learning and contemporary knowledge of HR law/compliance, policy, and process.
  • Experience in a company that is subject to a regulatory environment.
  • Experience outside of the HR function.

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