Description:
The Executive Director HR touches all aspects of the HR function and partners with the business leaders to design and deliver on programs that align with and enable the Distribution center and Supply Chain business objectives. The successful Executive Director HR proactively identifies opportunities to optimize the organization - structure, size, workforce composition - in support of business outcomes; provides leadership coaching and supports team effectiveness efforts with teams through direct and actionable feedback; manages and drives multiple HR programs across a the network of DCs in a fast paced and complex business environment while building capability within business and support leaders through change. The role assesses and anticipates HR-related needs within their respective DC, communicates needs proactively with COE HR Partners, HR Management and Centers of Excellence. Responsible for maximum performance execution of HR deliverables and in creating action plans. Executes programs including, but not limited to, strategic workforce planning, talent and performance management, skill development and management training while providing partnership and support to related functions in Corporate and in Colleague Relations.
Required Qualifications
The candidate will have a strong work ethic, be a self-starter, and be able to be highly productive in a dynamic, collaborative environment. This position offers broad exposure to all aspects of the company’s business, as well as significant interaction with all the business leaders. The candidate will be expected to have the following key attributes:
- 12+ years strategic human resources consulting experience with demonstrated expertise influencing the business strategy and shaping the HR strategic direction
- Experience identifying business opportunities and creating and implement people strategies to address.
- Ability to quickly build strong relationships with multiple partners and to coach and develop colleagues at all levels
- Proven communication and collaboration skills with business leadership and with members of the HR centers of excellence.
- Critical thinking skills; ability to develop, document and communicate strategies
- Experience gathering data, analyzing issues, identifying core causes and address opportunities related to a diverse and dynamic slate of business challenges
- Project and change management skills to respond to short- and long-term business priorities
- Impact, influence and drive action and accountability in others.
- Oversee, facilitate, and guide the Talent Management and Succession Planning and serve as consultant to Business leaders in all areas of Performance Management for assigned business units
- Generate, monitor, and report out on DC business unit specific relevant HR Metrics including ensuring that staffing will meet productivity needs
- Collaborate with HR Partners (Other HRBPs, Talent Acquisition, Learning and Development, Diversity, & Inclusion and Total Rewards), Legal, and communications to deliver HR solutions that meet business needs.
- Partner with leaders to effectively manage and lead change in the organization, providing the right amount of transparency to Associates and giving leaders the right tools to lead change.
- Provide DC specific oversight of the Contingent Labor Vendor's production and processes and engage into the relationship when needed to provide high level guidance and liaison with Operations on provider accountability; Strategizes and implements short and long-term labor strategies for production workforce in partnership with HR COEs and third-party suppliers
- Communication: Maintain productive communication linkages within production & support departments that build relationships & guide value added HR services: Informs & partners with Corporate HR teams to enable actions that support Supply Chain objectives
- Create an environment of continuous improvement in HR & within the business by establishing new approaches, policies, and procedures, to continually improve efficiency
- Total Rewards: research & benchmark competitor wage and non-wage components; partner with corporate compensation & leaders to execute annual review processes
- Training & Development: Facilitate and guide the DC new colleague onboarding process for non-exempt colleagues; partner &/or deliver soft skills training for management level colleagues, as required
- Works with leaders on initiatives to promote positive relations with colleagues
- Mentor the college recruiting experience to ensure a positive experience for program participants
- Support growth in the Supply Chain: assist as necessary in the opening of new Distribution centers across the network, to include development of internal talent for transfer, training new or external hires, training of HR and support teams at new DCs