Sr Director People

Employer
ExecuNet
Location
Arlington, VA
Posted
Jul 20, 2021
Closes
Jul 24, 2021
Ref
2129072041
Industry
Other
Hours
Full Time
You are, first and foremost, someone who loves to build, and who isn't afraid to use both hands in the process. You will work in collaboration with the VP of People & Culture to build a people infrastructure and execute human resourcesA' plans and strategies across all departments driving organizational and cultural change and managing the delivery of Human Resources services to all employees. You will be responsible for the oversight and implementation of all people functions: human resources policies, plans, and services, including onboarding, employee benefits, payroll, compensation, employee relations, talent management cycle, engagement, employment practices and procedures, coaching, and people development.A' Not only toA' supportA' the organization we are today but the one we aspire to be. You will act as a champion and help drive our values and culture as we continue to develop, and retain world-class talent as we scale rapidly.A' A' A' You are a strategic thought partner who believes that building diverse teams are essential to a company's success. Integrating DEI practices and goals are essential to developing the people function. You believe that good data helps build stronger teams, and you will bring a battle-tested playbook to Company that will help us level up our own insights. You are a leader, collaborator and are able to influence others into action and think creatively about solutions. You have a passion for business and be driven to accomplish and meet objectives. You understand that change is both necessary and hard. In this role leading, demonstrating, and modeling Company culture is a must! You also understand that we will (unwittingly) screw things up along the way, and you will be ready to own your part of those future failures when the time (inevitably) comes. Last and maybe most importantly, you don't take yourself too seriously. Yes, we'll work hard. Yes, we'll need to have uncomfortable, difficult conversations. But what's the point of a destination if you didn't enjoy the journeyA' What You'll Do:Below is a sketch of the people and culture function you will lead and support. It includes a combination of existing practices you will assume ownership of, and new initiatives we'll ask you to lead. To support those pursuits, you'll be managing and developing aA' team of three hr professionals that have helped establish an excellent foundation. In partnership with the existing team, you will work to assess new capabilities we want to build and put a structure in place to fill those gaps. You'll report directly to the VP of People and Culture and work closely with company leaders through the process.People OperationsOversee the performance management process (performance review process, 360 reviews, promotion criteria and policies etc.)Benefits administration- oversee all aspects of Company benefits plans to include (STD, LTD, 401k compliance) and communicate its nuances fearlessly and regularly to our team.A' A' Employee rewards/recognition- Ensure we are keeping a pulse on employee needs communicating essential information with employees, and employee recognition programs.Compensation & Benchmarking: Partner with VP People and Culture to create benchmarking libraries and keep abreast of compensation changes in the competitive labor market. Ensure alignment with the compensation philosophy, work in collaboration with teams toA' determine pay and benefits for employees.Drive implementation and adoption of key people analytics to help drive thoughtful, data-driven people decisionsMaintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory complianceA' across all existing operations.Talent ManagementOversee talent management lifecycle including onboarding, performance management leadership development, retention, recognition, career development.Develops and maintains performance management and performance review cycles. Provide assistance to employees and supervisors with questions and workplace problems.A' DEI: Develop and implement innovative talent practices with and DEI lens integrating inclusivity as well as streamline and automate processes to improve the overall operation and effectiveness of the organization.Data: Bring our "We Heart Data"A' value to our people and culture efforts, providing visibility and setting measurable goals against both business as usual activities and key new initiatives.Analyzes trends and metrics in partnership with colleagues on the people team to develop solutions, programs, and policies.Engagement, Culture, and Values:A' Partner with the engagement team to take existing data (CultureAMP, Remote Work Surveys, etc), and translate it into manageable action steps for individual managers and departments.Support the people team as it navigates change and cultural challenges with growing headcount and current work environment (COVID-19).Continuous partnership with cross-functional teams on projects that influence our culture and are foundational to our company values.Employee RelationsProvide talent guidance to leaders/employees including day-to-day performance and career management advice and facilitation (eg, coaching, counseling, career development, disciplinary actions).Guide leaders and employees through performance-related issues with team members.Thought partner, mentor, and coach:Prioritize a diverse and inclusive company culture by engaging in ongoing feedback, coaching and mentoring employees, and integrating key DEI principlesA' in people business processes and policies.Collaborate with the Learning and Development (new) and Engagement team to create innovative approaches to onboarding and the retention of our team.Partner with key stakeholders (Management Team, Leaders,A' and Business Resource Groups) to determine gaps and future talent needs and set and drive enabling strategies that align with our values and culture.Team Leadership:A' Build, engage, manage and develop a team of high-performing HR Business Partners (HRBPs) in an extremely fast-paced and ambiguous environment.What You Bring to the Table:Minimum of 10 years' experience in leading progressive people operations or a human resources function, preferably within a fast-paced high growth environment, with at least 4 years in a leadership supervisory position.Bachelor's Degree preferred or equivalent combination of education, skills, and experience.Human Resources certification (SPHR, PHR, SHRM-CP, or equivalent) preferred.Exceptional cultural competence and an evolved understanding of the manner in which diversity, equity, and inclusion values influence best-in-class talent practices.Experience working with a diverse workforce.Excellent written, verbal, interpersonal, and organizational skills.Learner mindset.Superior attention to detail and accuracy in work.Unwavering commitment to maintaining confidentiality in all matters.Passion for continuous improvement.Proven ability to drive results in an ambiguous and ever-changing environment.Strong coaching social skills and demonstrated success working with all levels in an organization.Ability to collaborate and provide strategic level input to senior leadership and the ability to influence others at all levels of the business.Proven experience in handling highly confidential and sensitive matters.Experience managingA' business and human resources-related computer applications.Current knowledge and understanding of regulations, industry trends, current practices, new developments, and applicable laws regarding human resources.

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