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Job Purpose and Impact

The Global HR Leader, Plant ANH will be the primary business partner for the respective enterprise, group or functional leader and leadership team. He/she will be responsible for developing the people & culture strategy and driving the operational implementation to his/her client group, as well as providing advice and guidance in relation to people issues for the group/function supported. He/she will collaborate with senior leaders and the HR COEs to deliver against core people levers and strategies, including culture, organizational design, leadership development, strategic workforce planning, talent management, team and organization effectiveness, and change management. This role sits on the group/function leadership team and will lead a team of HR professionals to advance organizational goals and key strategic initiatives.

Key Accountabilities

• In partnership with executives & senior leadership, proactively lead the identification, development, and execution of the people & culture agenda and operating cadence for the respective business/function in order to advance business objectives; lead a team to execute the strategy and protect business assets. 
• Consult with and influence senior leaders in partnership with global COE colleagues to align on HR strategies that address business needs, drive business results, and mitigate risk for the organization; coach and influence senior leaders. 
• Lead efforts to evaluate operating models, talent and capabilities required; recommend, design, develop and implement organizational solutions to maximize individual and team effectiveness and deliver business objectives. This includes resource planning, talent assessment, succession planning, organization design, SWP and change management, engagement action planning; and development of strategies to build new capabilities. 
• Actively champion Diversity, Equity, and Inclusion efforts, partnering with business leaders, employees, and COE to implement and drive success of DEI initiatives.   
• Leverage data, analytics and external insights to coach and influence senior leaders on leader effectiveness and organizational health, and other topics to drive current and future business performance; monitor and track key people & culture metrics and take appropriate actions to improve outcomes. 
• Lead the execution of our core people processes throughout the year: goal setting, talent reviews, compensation planning, mid-year and year-end performance discussions and engagement survey & action planning; and forecasting resource needs, in partnership with Finance accordingly. 
• Lead a team with a business-centric mindset; cultivate an environment of collaboration and commitment to business performance.
• You will provide mid- to long-term (three or more years) strategic leadership, development, and talent management for multiple teams of directors, senior managers, and managers. You will develop mid- to long-term plans to optimize the organization, function or subfunction and the talent required to execute strategies in job area. You will inspire others by articulating the positive impact the organization can make, while creating an environment in which people know where they stand, including when they are performing poorly. 
• Other duties as assigned 

Qualifications

Minimum Qualifications

• Bachelor’s degree in a related field or equivalent experience 
• Minimum 10 years of relevant HR experience, including seven years of demonstrated team leadership, facilitation skills, and the ability to build strong teams 
• Strong business and financial acumen with proven ability to understand the business vision, strategy, priorities, financial, and performance measures and cycle 
• Proven ability to partner with business leaders to successfully drive the HR agenda, large scale change initiatives, and use data, analytics, and influence to gain their commitment and support 
• Demonstrated functional expertise across multiple areas of HR, including organizational design, talent acquisition, talent management, change management, compensation, and strategic workforce planning 

Preferred Qualifications

• Master's degree or other post-secondary degree 
• Professional certification in human resources 
• Strong combination of relationship, influencing, strategic, technical and execution skills 
• Ability to manage multiple priorities, with flexibility and demonstrated organization skills 
• Demonstrated consultative and collaborate approach, with the ability to influence at all levels of the organization 
• Proven track-record of leading teams on broad change initiatives 
• Outstanding executive communication and presentation skills and proven ability to conceptualize, lead, implement and monitor programs and initiatives in the context of broader business/organizational objectives 
• Experience working in a large, global, matrixed environment