Great Lakes Division HR Director

HNTB Corporation•Indianapolis, IN

About The Position

At HNTB, you can create a career that is meaningful to you while building communities that matter to all of us. For more than a century, we have been delivering solutions for some of the largest, most complex infrastructure projects across the country. With our historic growth, it is an exciting time to join our team of employee-owners. This opportunity entails acting as the primary strategic Human Resources Business Partner for one Division, supporting division strategic planning and partnering with the Division President to assess, anticipate, and identify opportunities to support and maintain business growth. Leads a team of HR Business Partners who support the development, execution, and administration of people related initiatives.

Requirements

Bachelor's degree in Human Resources, Business or related field and 10 years of relevant human resources experience.
Recognized as a key partner, able to "think with" not "think for" business.
Able to challenge the thinking of business leaders in a way the provokes innovation and value creation to meet long range objectives.
Thinks creatively in seeking solutions to problems, making decisions & integrating new ideas with current approaches.
Critically address complex problems through a client-centric approach that aligns with HNTB objectives.
Develops approaches and solutions that are linked to HNTB’s business strategy and goals for optimal performance.
Understand external issues key risk indicators (KRI), that could have potential talent risks (e.g. competition, talent availability, succession risk).
Understands the individual goals, objectives and motives of stakeholders and can navigate conflicting priorities to reach consensus and develop solutions in the best interest of the firm.
Maintains a client-centric, “one HR” mindset in collaborating across HR to deliver a global, unified experience for the business.
Leverages cross-functional teams and collaboration with other business units to develop and deliver unified, customer-centric solutions.
Proactively adjusts thinking or perceptions in response to changing circumstances and shifts course of action as necessary.
Proactively drives the right conversations with leaders about what they need to be considering to accomplish business imperatives (e.g. staffing plans).
Integrates various data sources (e.g. engagement, attrition, competitive intelligence) to identify systemic issues and comprehensive solutions.
Ability to use historical data and past outcomes to support predictive analytics of what will drive future results.
Shapes people strategy that aligns with the firm/region/division strategic plan, leverages company culture, and enables talent capabilities.
Able to identify, connect, and articulate tradeoffs of talent/organization decisions in relation to other people initiatives and/or business priorities.
Leverage knowledge of the competitive landscape and any relevant changes when advising HNTB business leaders.
Can connect the dots between business drivers & the People Strategy to drive business results and alignment to the firm.
Understand financial performance metrics as well as key financial targets for business units to help drive and influence outcomes aligned with the firm's strategic growth.
Ability to travel up to 30% of the time.

Responsibilities

Provides support to management and staff for the implementation and administration of HNTB's HR programs and initiatives, policies and/or procedures.
Guides managers through the execution of HR programs, processes and strategic initiatives (e.g., performance management, recruitment and selection, talent management and succession planning, compensation planning)
Keeps abreast of changing state and national laws.
Provides leadership assessment and development program to local management in strategic and day-to-day HR activities.
Focuses on succession planning and talent development by partnering with senior management and HR Learning and Development to identify key candidates and create a strategy for the development of selected internal staff.
Consults with employees and managers to address root causes of human resources and business performance issues, making recommendations and implementing solutions to resolve and mitigate issues.
Conducts all, including the most complex, employee relations investigations either independently or with the assistance of legal counsel; proactively identifies HR issues, develops solutions and involves the appropriate resources to ensure a fair, positive and timely resolution.
Accountable for developing and implementing processes, covering HR related issues to ensure compliance with federal, state and company HR policies and regulations.
Influences and encourages a learning environment/training that provides the necessary tools, education and materials to management and employees through workshops for continuous improvement.
Protects interests of employees and the company in accordance with HR policies and governmental laws and regulations.
Increases efficiency of recruiting process; participates with Leadership Team in evaluating staff needs based on the business plan and where necessary, the cost effective sourcing of external candidates; collaborates with the Recruiting Manager to ensure company interviewing and hiring standards are uniformly applied.
Leads division HR team ensuring consistency and collaboration across the division and within the HR function.
Performs other duties as assigned.