Director, HR Business Partner

Gartner•Stamford, CT

5d•Hybrid

About The Position

The HR Director is responsible for providing HR consultation to IT global and regional leadership teams. This individual drives the implementation of IT specific HR programs and strategies. Identifies and analyzes business and people issues where HR solutions can be leveraged and implemented. Demonstrates credibility by building collaborative relationships with the IT leadership teams and all HR partners and specialists. Manage, mentor and develop HR Partners and HR Associates.

Requirements

Bachelor’s degree preferred
10-12 years of progressive HR experience
Strong business acumen
2-3 years management experience
Proven HR Generalist skills including employee relations, employment law, employee engagement, succession planning, comp, performance management, workforce planning, recruitment, and training and development.
Strong analytical skills to deliver HR programs and strategies that effectively address business issues.
Track record of achieving results that contribute significantly to the business.
Excellent communication and interpersonal skills
Problem-solving and decision-making skills
Ability to handle sensitive situations/documentation.

Responsibilities

Minimize risk to organization by actively responding to and addressing associate concerns in a timely manner.
Conduct complete investigations and make recommendations based on findings/facts.
Escalate issues/concerns to HR leadership and business unit leadership as appropriate.
Collaborate with legal and outside counsel as needed to address complex or highly sensitive issues.
Analyze and provide guidance on the business unit’s current organizational state and future requirements.
Craft and revise role profiles as needed to facilitate business planning.
Design and implement solutions to meet business needs.
Partner with Recruiting to ensure a conscious, deliberate approach to attracting and retaining top talent from both inside and outside the organization.
Support leadership preparation for Operating Committee and business unit annual talent review sessions.
Lead business unit talent reviews in order to identify top talent and succession planning strategies.
Recommend and implement retention strategies to minimize unwanted attrition, particularly in business unit critical roles, specialty skill sets, and in highly competitive critical marketplaces.
Lead annual salary, bonus/commission, and equity planning process with business unit leadership, ensuring highest performers are compensated in line with their business impact and contributions.
Provide ongoing global compensation analyses and recommend market adjustments as needed to ensure top talent is retained.
Collaborate with global compensation and benefits partners to drive participation in annual benefits enrollment processes.
Provide strong leadership in the recruitment, training and development of top quality HR talent to ensure the highest levels of performance and productivity.
Instill a culture that emphasizes collaboration, accountability, and transparency among the HR team.
Serve as a key member of the senior leadership team(s) and/or Group Vice President level leadership team(s).
Provide direction for the business unit in the area of strategic HR planning and operations.
Lead a team of HR professionals and support staff that provide a broad range of HR consultation, solutions, and services to the business unit.
Coach Group Vice President Leadership (where applicable, may be Operating Committee leaders) and their direct reports on leadership effectiveness and performance.
Effectively use influence and negotiation strategies to secure support from stakeholders for support of key initiatives.
Develop HR staff and lead teams in a matrix environment.