HR Human Resources Director (SPO)

Turner Construction•Cincinnati, OH

About The Position

Human Resources business partner to leadership of business units or headquarters teams to direct consistent implementation of continuous improvement of human resources practices across company. Provide leadership and expertise to identify and drive employee initiatives, direct human resources functions and teams. Member of regional/business unit leadership team. Manage one or more Human Resource Managers/Generalists in more than one location.

Requirements

Bachelor's Degree from accredited degree program and minimum of 15 years of progressive human resources experience, or equivalent combination of education and experience with minimum of 5 years of experience at director level
Experience with geographically-dispersed, virtual, and matrixed employee populations
Experience fostering a culture that supports intra-organizational diverse and inclusive relationships
Advanced experience promoting talent management concepts and utilizing related tools (9 box, succession planning, career pathing, etc.)
Excellent interpersonal communication and professional presentation and persuasion skills to confidently engage and influence at all levels of organization and cultures
Highly developed self-awareness and willingness to be vulnerable for continuous growth
Political savvy and discernment in complex circumstances
Self-starter with executive management and leadership skills and capable of managing multiple complex projects and tasks successfully to completion
Able to build engaging partnerships with team and organizational stakeholders through trust, teamwork and direct communication

Nice To Haves

Construction or construction-related industries, including trades and contractor management, and experience with large-size (10,000+ employees) organization, preferred
Senior Professional in Human Resources® (HRCI SPHR®) or Society of Human Resources Management Senior Certified Professional (SHRM SCP®) certification, preferred

Responsibilities

Lead Human Resources (HR) and Talent Management (TM) strategies to achieve vision, mission, and goals of BU/Region.
Play integral role in company-wide HR Leadership Team (HRLT). Cascade feedback and communications from senior management decisions and direction to HR teams.
Role model of company culture, values, and Diversity and Inclusion (D&I) activities across company. Drive anti-racism learning, and advocate for equity and employee health and wellbeing working in collaboration with Business Unit (BU)/Regional leadership.
Enrich the extraordinary employee experience by actively promoting trusting environment where employees can openly engage with HR. Connect in-person with employees regularly ‘where they work’, advocate and provide guidance to Business Unit (BU) and regional leadership on people-related needs and concerns.
In partnership with BU leaders, establish programs to support initiatives to drive employee engagement, satisfaction, and retention. Utilize company-wide and local surveys to understand employee engagement levels and determine countermeasures to address trends.
Formulate, evaluate, and implement HR priorities, goals, and objectives aligned with BU/regional business objectives in conjunction with BU/regional leadership.
Lead and develop HR team to ensure deep bench strength in key areas of HR expertise. Foster teamwork, open communication, and collaboration with company-wide HR team.
Embrace, apply, and coach HR team in lean concepts, practices, and use of Personal Kanban. Facilitate A3 problem solving sessions using Value Stream Mapping and Story Boarding to effect work productivity, enhance programs, coordinate and reduce waste, and make recommendations for process improvement.
Deliver timely performance feedback for HR team and execute/contribute to performance appraisals during annual performance cycle.
In partnership with BU/regional Operations, develop and implement integrated BU/regional staffing strategies and employee career progression and mobility.
Develop BU/regional recruiting strategy (experienced hires, college relations/recruiting, and internships) in coordination with leaders to support hiring demands, mitigate organizational gaps, and build healthy candidate pipeline.
Lead performance management and succession planning processes, assist in identification of talent gaps for critical/key contributor positions, and propose solutions. Ensure managers are prepared to deliver constructive feedback and coach and/or mentor employees.
Lead BU salary and compensation planning; provide guidance to management regarding company’s merit philosophy.
Champion Diversity and Inclusion (D&I) initiatives and collaborate with Employee Resources Groups (ERG) leaders in business unit/region. Design, develop, and implement D&I programs to position employees for success and identify career opportunities to fulfill individual aspirations.