Director, People Business Partner

Assurant•Georgia Virtual, GA

5d•$103,800 - $173,300•Onsite

About The Position

The Business Partner acts as a strategic partner to business and enterprise leaders at the VP level, helping to align people strategy with the strategy of the internal client group in support of Enterprise objectives. Through guidance and support to leaders and employees, the Business Partner adds value by helping the client group achieve peak productivity. The Director, People Business Partner will support the Global Supply Chain and Home Warranty organization.

Requirements

Bachelor’s degree or equivalent experience
6+ years of HR experience, 2 of which should include creation of people strategy and implementation for departments or functional areas (e.g. Claims; the Tax department; the Compliance department).
PHR/ SPHR or equivalent designation to demonstrate continuous learning and contemporary knowledge of HR law/compliance, policy, and process.
Demonstration of strong collaboration skills
Ability to communicate up, down, and across to a variety of constituencies, both verbally and in writing.
Financial Acumen/Understanding of annual and long-term budgeting cycles
Knowledge and experience in workforce planning, organization design, change management, performance management, project management, problem solving, coaching, employee engagement, diversity, compensation
Experience with matrix management in a complex global organization

Nice To Haves

Experience in a company that is subject to a regulatory environment
Experience managing others and managing to a budget
Experience outside of the HR function
Previous Experience ( For example - Customer Care:1 yearexperince in a customer service function is the minimum requirement however 3+ years is the preferred.
Experience in a company that is subject to a regulatory environment
Experience managing others and managing to a budget
Experience outside of the HR function

Responsibilities

Partner with business leaders in Global Supply Chain and Home Warranty to identify, prioritize, and build organizational capabilities, structures, processes, and behaviors.
Leverage data insights and technology to support and drive fact-based, strategy-focused talent decisions.
Collaborate with HR Operations, Employee Relations Center, and Centers of Excellence to develop integrated approaches that further business objectives and deliver solutions to HR-related challenges.
Lead talent development, succession planning, employee engagement, organizational change, and organizational design initiatives.
Support acquisition, divestiture, and integration of organizations as needed.
Drive talent acquisition, learning, and performance management processes.
Oversee compensation strategies and ensure alignment with business goals.
Assist in forecasting and planning talent pipeline requirements to support business strategy.
Provide expert advice and coaching to employees and leaders, aligning development opportunities with current and future performance standards.
Identify and share best practices across functional and business lines, maintaining knowledge of progressive HR practices and trends.
Contribute to HR and cross-functional initiatives, including new organization designs, compensation plans, talent recruitment, and behavioral change via learning initiatives improved bench strength and individual development plans for key positions, etc.