Executive Director, Human Resources

Morgan Stanley•Tempe, AZ

10d•$180,000 - $275,000•Hybrid

About The Position

Morgan Stanley Services Group, Inc. is seeking an Executive Director, Human Resources in Tempe, AZ to oversee all HR activities for a geographically dispersed client group and partner closely with the senior leadership within the division to anticipate and support organizational changes. Act as the escalation point for the HR employee solutions team for any complex or sensitive issues that arise within the division. Partner with employment law to provide recommendations and resolve sensitive and complex employee relations matters. Provide general HR leadership and guidance to managers and employees in the areas of performance management, objective setting, workforce strategy, coaching, staffing issues, employee relations, compensation, and organizational development. Oversee and facilitate key year-end processes for the client group, including year- end compensation, the yearly promotion cycle, and talent reviews and calibration. Partner with the Talent and Diversity team to identify development opportunities for individuals within the client group, as well as for the division more generally based on broad-scale need. Collaborate with key senior leaders to advise on and facilitate the roll-out of initiatives that support culture, diversity, and inclusion. Work with managers to identify and develop top talent and successors to critical roles. Partner with the Talent Management team to create development plans for high potential employees. Partner with the recruitment team to support recruitment efforts for key senior roles across the division, being mindful of diversity metrics and supporting the diversity agenda. Telecommuting permitted up to 1 day per week.

Requirements

Bachelor's degree in Business Administration, Human Resources, or a related field of study.
Seven (7) years of experience in the position offered or seven (7) years as a Human Resource Director, Human Resource Business Partner, or a closely related occupation.
Seven (7) years of experience with providing strategic HR guidance and leadership across multiple business units, working with business heads, ensuring alignment with organizational goals and driving business growth.
Seven (7) years of experience partnering with senior business leaders in a multinational corporation with a geographically distributed employee base.
Seven (7) years of experience leading organizational transformation initiatives including mergers and acquisitions, cultural alignment, and policy harmonization.
Seven (7) years of experience building talent development programs across all levels in a geographically dispersed employee landscape.
Seven (7) years of experience rolling out engagement surveys across organizations and teams, analyzing insights, presenting results to large audiences, and partnering with senior leadership teams in developing and implementing actions plans.
Seven (7) years of experience developing and executing talent strategies, succession planning, and workforce planning to optimize talent management and ensure robust succession pipelines.
Seven (7) years of experience managing complex and sensitive employee relations matters, collaborating with employment law and HR counterparts to resolve issues, and mitigate organizational risk.
Seven (7) years of experience partnering with senior leaders to design and implement programs that foster an inclusive workplace and accelerate leadership development.
Seven (7) years of experience executing performance management processes, compensation benchmarking, and promotion cycles.
Seven (7) years of experience leading change management projects and integration activities.
Seven (7) years of experience developing HR colleagues through coaching, supervision, and professional development.
Seven (7) years of experience with risk mitigation and compliance by identifying and addressing potential risks in collaboration with control functions and other stakeholders.
Seven (7) years of experience with Employment Law across North America, Asia, and Europe with an understanding of the local talent landscape.

Responsibilities

Oversee all HR activities for a geographically dispersed client group.
Partner closely with senior leadership within the division to anticipate and support organizational changes.
Act as the escalation point for the HR employee solutions team for complex or sensitive issues.
Partner with employment law to provide recommendations and resolve sensitive and complex employee relations matters.
Provide general HR leadership and guidance to managers and employees in areas such as performance management, objective setting, workforce strategy, coaching, staffing issues, employee relations, compensation, and organizational development.
Oversee and facilitate key year-end processes, including compensation, promotion cycle, and talent reviews.
Partner with the Talent and Diversity team to identify development opportunities.
Collaborate with key senior leaders to advise on and facilitate the roll-out of initiatives supporting culture, diversity, and inclusion.
Work with managers to identify and develop top talent and successors to critical roles.
Partner with the Talent Management team to create development plans for high potential employees.
Partner with the recruitment team to support recruitment efforts for key senior roles, mindful of diversity metrics.
Manage complex and sensitive employee relations matters, collaborating with employment law and HR counterparts.
Develop HR colleagues through coaching, supervision, and professional development.
Mitigate risk and ensure compliance by identifying and addressing potential risks in collaboration with control functions and stakeholders.