Director, People & Culture Business Partner

Integrity Marketing Group•Dallas, TX

66d

About The Position

The Director, People & Culture Business Partner will lead strategic HR initiatives for corporate functions, focusing on organizational design, change management, talent management and leadership coaching. This role will partner with senior leadership to drive HR strategies that align with business objectives, enhance organizational effectiveness, and foster a high-performance culture. This role supports Integrity's Shared Services Center which is the primary center for our Shared Services functions including Technology, Legal, Marketing, Finance, Business Development, and Operations. The Director, People & Culture Business Partner is a part of the HR Business Partner team, reporting to the Vice President, People & Culture Business Partners & Talent Management.

Requirements

Minimum of 8 years of progressive HR experience supporting corporate functions within large corporate organizations. Key experiences within the Business Partner, Organizational Design and Talent Management functions. Minimum 2 years of experience leading a team.
Bachelor's degree (or equivalent) in HR, Business, Industrial Relations, Organizational Development, or related field.
Ability to exercise tact and diplomacy to resolve sensitive issues.
Ability to design and execute programs that meet the needs of the organization.
Ability to coach, mentor and advise where appropriate to help leaders and employees grow and develop in alignment with business and personal goals.
Proven ability to influence various levels of leadership without direct authority in both an in- person and virtual environment.
Strong judgement and analytical skills necessary to investigate complaints, advise on performance management, identify problems, and recommend solutions.
Excellent internal consulting skills and ability to build partnerships at all levels within the organization.
Capable of completing tasks in a fast-paced workplace with changing priorities

Responsibilities

Acts as a trusted advisor to Shared Services Leadership team. Build deep understanding and relationships with leadership team and their organizations.
Partners with Shared Services Executive teams to lead the design of organizational frameworks to optimize reporting lines, roles, and responsibilities, ensuring alignment with business objectives and strategic goals.
Partners with leadership and provide advice throughout workforce planning cycles to address both current and future talent needs, ensuring the effective deployment of human resources.
Support Shared Services function leadership with talent management initiatives, including ongoing performance management discussions, employee engagement, succession planning, talent reviews, development planning and/or tools to support continuous development of our people.
Represents and advocates for Shared Services needs in enterprise-wide HR program development and implementation. Facilitates talent-related change management activities. Evaluates the impact of proposed changes on employees; advises the client groups on alternatives and change mitigation.
Develop resources to help support the ongoing execution of people integration into Shared Services functions including cultural alignment and workforce transition planning.
Support and champion the change management efforts to support the roll out of broader Integrity transformation initiatives.
Partner with P&C COE teams (Employee Engagement, Compensation, Workday Tech, Talent Management, etc.) to ensure that all team members have a people first experience with their change.
Lead and develop a team of People & Culture Business Partners, ensuring alignment with organizational priorities and fostering a culture of accountability and growth.
In order to leverage data to inform strategic decision, partner with the People Analytics team to utilize analytics and dashboards to co-create solutions with P&C Center of Excellence teams to address gaps and capitalize on opportunities.
Provide HR expertise and partnering with Centers of Excellence (COEs) to establish HR procedures and best practices that guide our business towards achieving excellence.
Mediate and resolve employee relations issues; conduct thorough and objective investigations in partnership with leaders and legal team resources.
Facilitate team building and professional development workshops as needed based on leadership needs. Workshops include New Leader Assimilation, DISC, Situational Leadership, etc.