Position Overview
As the Head of Business Partnering for the Americas region, you will be responsible for leading a team of HR business partners to deliver strategic and operational HR support to our thriving and geographically dispersed workforce, across functions and locations. This role requires a forward-thinking leader with a deep understanding of the HR landscape, exceptional interpersonal skills, operational rigor and a proven track record in driving organizational change. This role will also serve as the primary Global HR Business Partner for at least two of our executive leadership team members and possess a desire to partner directly as well as a skill set that supports fulfilling a player + coach role.
Our in-office policy requires a minimum of 50% attendance each month fostering collaboration and team connection in person, while still offering the flexibility to work from home
Role and Responsibilities
- Strategic Leadership: Develop and implement HR strategies that align with the overall business objectives and support the growth and development of the Americas region.
- Collaborate with senior executives to understand business needs and develop aligned HR strategies.
- Act as a trusted advisor to business leaders on talent management, workforce planning, and employee relations.
- Identify and implement HR initiatives that directly contribute to business goals and performance metrics.
- Team Management: Lead, mentor, and develop a team of HR business partners, ensuring they are equipped to provide exceptional HR support to their respective business units.
- Lead a team of HR Business Partners, providing coaching and guidance on HR practices and policies.
- Project management and oversight skills ensuring execution of deliverables required through individual and group efforts.
- Talent Management & Engagement: Oversee talent acquisition, development, and retention strategies to ensure the organization attracts and retains top talent.
- Foster a positive and inclusive work environment through initiatives that promote employee engagement, well-being, and productivity.
- Partner with line managers to optimize performance management processes and employee development.
- In partnership with the global head of talent acquisition, lead the development and execution of talent acquisition strategies to attract top talent for the region and business areas that are within the relevant remit.
- In partnership with the leader of talent programs, oversee talent development programs, including leadership training and succession planning efforts for the region and business areas that are within the relevant remit.
- Lead and support organizational change initiatives, ensuring smooth transitions and minimal disruption to the workforce.
- Compliance: Ensure HR policies and practices comply with local, state, and federal regulations across the Americas region.
- Data Analysis and Insights: Analyze workforce data and trends to identify areas for improvement and inform strategic decisions.
- Utilize HR metrics to measure the effectiveness of HR initiatives and demonstrate business impact.
- Stakeholder Collaboration: Partner with senior leadership and key stakeholders to provide HR insights and solutions that drive business success
Professional Qualifications
- Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred.
- Minimum of 12 years of progressive HR experience, with at least 6 years in a leadership role.
- Proven experience in HR business partnering within a large, complex organization.
- Strong knowledge of HR practices, labor laws, and employment regulations in the Americas.
- Exceptional leadership, communication, and interpersonal skills.
- Ability to think strategically and execute operationally.
- Experience with talent management, employee engagement, and change management.
- Demonstrated ability to work effectively in a fast-paced, dynamic environment.
Personal Characteristics
- Embodies Diligent values: drive client impact, clarify risk elevate governance, and be diligent.
- Demonstrated leadership skills, with direct responsibility for managing and developing leaders; demonstrated history of delivering high quality results as leader of leaders.
- A leader who deeply understands the metrics of an engaged workforce and can report on those to the C-Level, inspiring change when needed throughout the organization.
- Demonstrated capability to establish meaningful relationships with internal customers, hold leaders accountable, manage customer expectations and escalations effectively.
- Demonstrated ability to maintain relationships and alignment with other internal teams and stakeholders, especially in other support functions.
- Outstanding interpersonal skills with strong communication skills both verbal and written.
- Intellectually curious and able to think deeply and qualitatively about business problems, breaking down issues and presenting solutions.
- Collaborative with a track record of building strong internal and external relationships.
- Entrepreneurial with a high level of energy and unrelenting drive to succeed and win.
- Exceptional at driving and adjusting an operating model with tools, process, people, and automation to improve our internal customers' experience and our own efficiency at scale.
