Director, Human Resources Business Strategy and Operations

5 days ago

Durham North Carolina, United States RTI International Full time
About the Role

RTI International is seeking a highly skilled and experienced Director, Human Resources Business Strategy and Operations to join our team. As a key member of our Human Resources department, you will play a critical role in driving business success through strategic HR planning and program development.

Key Responsibilities
  • Strategic HR Planning and Business Partnership: Develop, implement, and evaluate HR programs and policies to enhance organizational effectiveness and align with business objectives. Collaborate with senior leaders to boost employee engagement and productivity.
  • Organizational Problem-Solving and Strategic Collaboration: Identify and diagnose division problems, offering recommendations and implementing solutions. Consult with employees and management on complex employee relations issues, providing guidance and assistance with policy interpretation.
  • Project Management, Departmental Support, and Function Development: Serve as a project member with technical or administrative complexity, contract value, or strategic importance. Delegate work to staff as appropriate and coordinate activities to ensure adherence to the plan and schedule.
  • Function Oversight and Leadership: Provide full strategic and operational oversight of the HR function, staying abreast of and leveraging new methodologies to advance the business. Lead the development of the HR function, ensuring sufficient resources and needed skill sets are present to meet the needs of the company.
  • Team Management and Talent Development: Manage staff through performance planning, development, and evaluation process. Ensure staff development and career progression. Establish practices to ensure and drive towards a high level of staff morale and retention.
  • Standard Operating Procedures, Compliance, and Professional Credibility: Oversee the development, maintenance, and adherence to standard operating procedures for HR processes. Ensure compliance with relevant laws, regulations, and company policies. Enhance the professional credibility of the HR function both internally and externally with key professional organizations.
  • Increasing Leadership Responsibility and Performance Accountability: Represent increasing levels of responsibility for different size work groups operating with different levels of autonomy and therefore experience required.
  • Organizational Effectiveness: Drive organizational effectiveness through the development and implementation of HR strategies, programs, and initiatives that enhance employee engagement, productivity, and performance.
  • Talent Management and Succession Planning: Collaborate with senior leaders to develop and implement talent management and succession planning strategies to ensure a robust pipeline of top talent and leadership continuity.
  • Change Leadership: Lead and support change management initiatives, providing guidance and expertise to senior executives during periods of significant organizational change and transformation.
  • Strategic Workforce Planning: Develop and implement strategic workforce planning initiatives, partnering with business leaders to forecast future talent needs, address skill gaps, and optimize workforce capabilities.
  • Culture and Diversity: Foster a positive organizational culture and champion diversity, equity, and inclusion initiatives to create an inclusive and high-performing workforce.
  • HR Analytics and Insights: Utilize HR data and analytics to provide insights and recommendations to senior executives, enabling data-driven decision-making and enhancing HR strategies.
  • Leadership Development: Engage leadership development programs to enhance the capabilities and effectiveness of senior executives and high-potential leaders.
  • Budget Forecasting: Collaborate with finance and senior leadership to forecast and manage the HR budget within client group, ensuring effective allocation of resources for HR initiatives and programs.
  • Compensation Envelope Management: Oversee the management of the compensation envelope, ensuring alignment with the overall compensation strategy and market competitiveness.
Requirements
  • Bachelor's Degree and 18 years of experience, Master's degree and 14 years of experience, PhD and 10 years of experience, or equivalent combination of education and experience.
  • Bachelor's degree and experience in relevant field (E.g., Human Resources, Business Administration, or a related field.). Advance degree or certifications a plus.
  • Progressive experience in leadership position.
  • Demonstrated expertise in strategic HR planning and program development.
  • Strong knowledge of HR policies, laws, and compliance requirements.
  • Proven ability to collaborate with senior leaders and align HR initiatives with business objectives.
  • Excellent problem-solving, communication, and project management skills.
  • Track record of talent development and team management.
  • Continuous learning mindset and proactive approach to HR innovations. Professionalism and credibility in representing the HR function.
  • Strong business acumen and cultural fit with the organization.
  • Ability to manage multiple priorities Solid understanding of and working experience with HRIS system and Microsoft Office products.
  • Ability to obtain proper security clearances as noted by contracts Ability to travel several times throughout the year to domestic and international locations and stay in those locations for multiple weeks.

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