Senior HR Director - Global

Sr. HR Director- Global Functions
Corporate, Plano, TX

Purpose of the Job:

The Sr. HRBP is a full-time position reporting to the Head of HR for a Division (or Corporate) and is responsible for advising leadership and providing executive coaching, workforce analysis/planning, organisation design, change management and strategy development to ensure high quality employee communications and relationships.

The HRBP liaises with the rest of the HR organisation groups including Executive HR, Transformation, CoE’s, and HR Operations to maximize the efficiency and effectiveness of HR capabilities and services to serve clients. This responsibility includes ensuring that the business is properly resourced and aligned, trained, communicated with and compensated appropriately for performance and market competitiveness.

As a member of the leadership team, the Sr. HRBP partners with leaders and managers to help them reach their goals and supporting the development and execution of the business and functional STRAPs through deep knowledge and expertise in people and organisation. Working closely with Division or Business Unit Leadership, the Sr. HRBP helps to define and align division/business unit strategy into HR strategy through effective workforce planning, organisational design, productivity improvement programmes, and implementation of leadership development programmes.

Principle Accountabilities:

1. Executive Coaching
• Act as trusted advisor by providing proactive and strategic HR consultancy, advice and coaching to business leaders
• Help shape points of view and provide feedback for groups as well as individuals
2. Direction and Management of HRBPs
• Provide direction and coaching to HRBP staff, ensuring clear priorities and distinction of work
• Ensure HRBPs are prepared and capable of leadership coaching to provide strategic HR support to client base
• Responsible for assisting HRBP in their personal and professional development to ensure career pathing and job satisfaction to support business performance
3. Interact with the business and rest of HR organisation
• Collaborates to develop the strategic direction of the HR function by setting priorities and participating in the overall governance of the HR function
• Responsible for identifying, prioritising and communicating business needs to HR CoE’s, HR Operations, and Corporate HR and follow up on service level agreements as necessary.
• Help to create and maintain the Invensys “I want to work here” culture
• Act as employee advocate to develop and action business specific strategies by implementing Invensys programs aimed at increasing employee engagement
4. Ensure high quality Employee Communications and Employee Engagement
• Develop and implement effective communications strategies
• Manage Relations with Employee Consultative Groups, supported by the Advisory Centre team
• Ensure that relationships with Works Councils, Trade Unions and other Employee Information or formal consultative arrangements are managed effectively
• Drive action planning and execution following Employee Surveys to ensure a constant focus on improving employee engagement
5. Workforce Analysis/Planning
• Take a lead and active role in workforce planning & analysis with business leaders and managers, designing and managing a comprehensive process and framework for making headcount/staffing decisions based on the organisation’s mission, STRAP, budgetary resources, and a set of desired workforce competencies
• Support leadership in maximising workforce efficiency while increasing organisation capability
• With support from the HRBP, own workforce planning for the client group and wider business; work closely with the Resourcing CoE to ensure that the resourcing needs of the business are met
6. Organisation Design
• Ensure the organisation, its structure, resources and key relationships are aligned to business strategy, goals and processes
• Support leadership in the integration of strategy, process, and people into the right structure with the right competencies and capabilities to realise the business plan and maximise performance
7. Change Management
• As a Change Agent, diagnose organisation problems, separate symptoms from causes, help set the agenda for the future and create plans for making change happen.
• Ensure disciplined and consistent approach and processes for change are utilised in the business for all types of change projects
• Acting as an internal consultant, advise and coach business leaders on what should be done and how – facilitating and managing the process for change
• Ensure proposals for change take into account how employees need to adapt new behaviours, thereby assisting employees to participate in appropriate ways. Focus on learning to encourage employees to understand what can be rather that dwelling on what is.
8. Strategy development and execution
• Through the utilisation of people and organisation skills and expertise, craft strategies based on knowledge of current and future customer demands. Explore how organisation resources may be aligned to those demands. Ensure organisation design is most effective at capturing maximum potential productivity
• Set the strategic people direction for the division or business unit to enhance organisational capability
• Focus on execution of business strategy by aligning HR systems to help accomplish the organisation vision and mission. Integrate systems to ensure all the different elements of the STRAP come together in a coordinated way.
9. Facilitating the learning organisation
• Act as Executive coach assisting leaders with their personal development to maximise their effectiveness
• Ensure business leaders have the skills they need to be effective in a world-class organisation. Identify and share knowledge and learning so it becomes a source of strategic advantage
• Act as the interface between the business and the L&D CoE to ensure that the learning needs of the client group are effectively served
• Lead the talent management activities in the business group to ensure leaders are being developed in line with Invensys’ overall requirements by delivering OCR
10. Deliver Results
• As a strategic partner to the business, translate business strategy and AOP into specific HR deliverables that make a demonstrable contribution to the business
• Help deliver results and ensure Invensys competencies are maintained in the process
• Build the business stream’s capacity for execution and accomplishment
11. Focus on the customer and client
• Understand the business and customer requirements in order to ensure that HR activities and programmes are ultimately aligned with their needs and to ensure they can contribute effectively as members of business teams
• Ensure the voice of the customer is heard when management decisions are being made. Screen people and organisation decisions through the eyes of the customer to ensure those decisions are aligned with customer expectations.
• Ensure successful application of HR solutions through consulting and implementation to solve client and organisation issues

Measures for Success:

• Must generate alignment and commitment across levels and businesses
• Generates leadership support and engagement around HR programmes and activities
• High levels of client satisfaction within the business
• Key contributing member of the HR community that continues to know and add value to the business
• Able to build strong relationships with the business and HR Peers

Essential Requirements:

• Credibility and integrity to act as “Leadership Advisor” and influence at a senior management level
• Deep expertise in people & organisation, i.e., the management of power and authority in teams, organisations and alliances
• Superior business acumen
• Exceptional coaching, strategic consulting, facilitation and problem solving skills
• Detailed analytical skills with the ability to identify needs and issues and work with HR in developing programs to drive business performance
• Extensive knowledge of Human Resources functions, preferably in HR Leadership roles
• Deep knowledge and practical use of organisational design and change management methodologies and activities
• Seeks to continuously improve performanceHR Competencies:

HR Competencies:

Credible Activist
• Delivers results with integrity
• Shares information
• Builds relationships of trust
Business Ally
• Serves the value chain
• Interprets social context
• Articulates the value proposition
• Leverages business technology
Strategy Architect
• Knows how to make the right change happen by:
– Sustaining strategic agility
– Engaging clients and customers
Talent Manager/Organisational Designer
• Masters theory & practice in talent management by:
– Ensuring today’s and tomorrow’s talent
– Ensuring talent is developed
– Fostering communications
Culture Steward
• Articulates and shapes Invensys values by:
– Facilitating change
– Crafting culture
– Valuing culture
– Personalising culture:
• Developing employee engagement
• Encouraging all of Invensys’ values

Person Specification:

While all Invensys competencies are essential to effective performance in this role, the most salient competencies are listed below:

Lead Courageously
Innovate & Champion Change
Foster open communication
Foster Teamwork
Display org awareness
Know the Business
Act with Integrity

Must have experience in a senior level director role in a global & corporate environment supporting matrixed, geographically dispersed client groups.