Chief Human Resources Officer

Siemens AG
Reston, VA
May 16, 2019
May 23, 2019
Full Time
Siemens Government Technologies, Inc. (SGT) is a Federally-compliant US organization that delivers to the Federal Government the full spectrum of Siemens' globally trusted and recognized solutions (products and services), in all 50 US states and its territories, and in many countries at US Government locations. SGT is looking to hire a Chief Human Resources Officer.The SGT chief human resources officer (CHRO) is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, organizational and performance management, training and development, and compensation. The CHRO provides strategic leadership by articulating HR needs and plans to the executive management team and the board of directors. Responsibilities: Plans, develops, organizes, implements, directs and evaluates the organization's human resource function and performance. Participates in the development of the organization's plans and programs as a strategic partner, but particularly from the perspective of the impact on people. Translates the strategic and tactical business plans into HR strategic and operational plans. Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development and retention of the people resources of the organization. Develops/Leads staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility. Develops/Leads progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance. Develops/Leads programs to allow the organization to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees. Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the business of the company and the software industry. Continually assesses the competitiveness of all programs and practices against the relevant comparable companies, industries and markets. Establishes credibility throughout the organization to be a trusted, effective listener and problem solver of people issues. Develops appropriate policies and programs for effective management of the people resources of the organization. Included in this area would be programs for employee relations, affirmative action, sexual harassment, employee complaints, external education and career development, among others. Enhances and/or develops, implements and enforces HR policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the organization. In particular, manages the human resource information systems database and provides necessary reports for critical analyses of the HR function and the people resources of the organization. Maintains knowledge of applicable HR policies, programs, laws and issues. Understands the differences of domestic and international policies and programs and coordinates the integration of all such programs. Provides technical advice and knowledge to others within the human resource discipline. Manages the budget and other financial measures of the HR department. Continues improving the programs, policies, practices and processes associated with meeting the strategic and operational people issues of the organization. Evaluates the HR division structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as for providing individuals with professional and personal growth opportunities. Supervisory Responsibility: This position manages all employees of the department and is responsible for the performance management and hiring of the employees within that department. Location and Travel: This position is located in Reston, VA and requires up to 15% travel. Some of the travel is international. Required Education and Experience: Bachelors' degree or equivalent; or 10 to 15 years of related experience leading an HR organization of similar size; or equivalent combination of education and experience. PHR/SPHR certification is preferred. Proven experience to work in a highly matrixed organization. Prior union experience is highly desired. Experience in supporting a multi-location business preferred. Experience in supporting a remote workforce. Experience in supporting efforts to ensure ongoing non-union operations. The ability to be flexible, self-directed, motivated and able to interact with employees at all levels. Strong oral and written communication. Excellent interpersonal and coaching skills. The proven ability to prioritize rapidly; strong problem solving skills; excellent decision making/analysis skills; ability to manage multiple projects simultaneously. Work Authorization/Security Clearance: Applicant must have a Secret Security Clearance or the ability to obtain one. Other Duties: Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice. Equal Employment Opportunity Statement Siemens is an Equal Opportunity and Affirmative Action Employer encouraging diversity in the workplace. All qualified applicants will receive consideration for employment without regard to their race, color, creed, religion, national origin, citizenship status, ancestry, sex, age, physical or mental disability, marital status, family responsibilities, pregnancy, genetic information, sexual orientation, gender expression, gender identity, transgender, sex stereotyping, protected veteran or military status, and other categories protected by federal, state or local law. EEO is the Law Applicants and employees are protected under Federal law from discrimination. To learn more, Click here. Pay Transparency Non-Discrimination Provision Siemens follows Executive Order 11246, including the Pay Transparency Nondiscrimination Provision. To learn more, Click here. 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