Director, People Business Partner

Iberdrola•Orange, CT

22h•Onsite

About The Position

A strategic and proactive thought leader and confidant to the business and internal People & Organization stakeholders, providing direction, guidance, and consultation helping to determine and prioritize the people agenda. Create and cultivate relationships with senior leaders and the internal People & Organization team, ensuring alignment and execution of the Company strategic priorities and human resources service delivery. The Director – People Business Partner will report into the Senior Director – People Business Partner, and will be the lead liaison to various functional areas in support of the Company’s people strategy. As the Director – People Business Partner, you are the face of People & Organization to the business areas you support. Key success attributes for this role are the ability to: leverage resources, build lasting and trusting relationships, provide expert and timely consultation, approach challenges in an innovative way, stakeholder management, project management, organizational skills, and the ability to pivot quickly.

Requirements

Bachelor’s Degree in Human Resources, Business, or related field. (An equivalent combination of education and experience can be considered.)
At least 10 years of overall HR experience.
At least 3 years of experience in an HR Generalist/Consultant role.
At least 2 years of experience in an HR Center of Excellence (such as Talent Management, Employee Relations, Rewards, etc.).
Experience in leading teams, directly and indirectly, and an ability to deliver through others.
Change and transformation leader, able to shape and influence organizational culture.
Expert level of relationship and stakeholder management.
Commercial insight of the organization (including financial drivers, personnel costs and budgets) and the ability to apply this knowledge in strategic thinking and decision-making.
Proactive and highly responsive.
Excellent written and oral communications / presentation skills, able to communicate effectively with all levels of the business, up to and including C-Suite.
Expert level of problem-solving, leveraging analytics and business/industry insights.
Able to see past the ‘surface-level’, dig into the issue and identify win-win solutions.
Able to deliver / execute based on a variety of timelines, high-level ability to proactively know when to pivot and (re)prioritize as needed.
Flexibility and adaptiveness in pressurized and non-pressurized situations.
Ability to comprehend, interpret, and recognize when to apply applicable laws, guidelines, regulations, and policies.
Negotiation skills.

Nice To Haves

SPHR or SHRM-SCP preferred.
MBA or JD preferred.
Experience working in the business preferred.

Responsibilities

High-level consulting, problem diagnosis, and solution development in support of business goals and objectives.
Leveraging data insights and providing deep understanding of business strategies and drivers that support business performance.
Contributes and supports the delivery of the Company’s strategic business plan and HR plans, identifying areas of potential future focus for both the business and HR.
Partner with internal HR functions: Talent Acquisition, Talent Management, Technical Training, Compensation, Benefits, Employee Relations, Labor Relations, Health & Safety, etc.
Able to coach our people leaders on complex and sensitive people challenges.
Strategize and execute organizational design, ensuring business Executes a number of ‘business as usual’ HR activities in the business, such as: headcount / personnel costs, training plans, talent management, performance management, pay, and incentive planning.
Partnering with our internal HR partners and navigating the timely execution of these activities are key.
Supports business and HR in the implementation and execution of short-term and long-term workforce plans and strategies, business transformation initiatives, and re-organizations.
Identify and lead change, intervention, and transformation efforts for the business, leveraging change management expertise for success.
Seeks out pragmatic solutions, involving a degree of subjectivity and where views may differ between HR and the business.
Leads HR projects and initiatives.