Senior Director, Global People Strategic Initiatives

Walmart•Bentonville, AR

2d•Onsite

About The Position

Oversees and directs global human resources (HR) initiatives to effect change in HR operational performance by understanding evolving global business needs, directing research, trend analysis, and benchmarking related to industry standards and legal requirements. Drives key global initiatives and results through collaboration and managing cross-functional teams and processes across all divisions. Designs relevant and emerging HR policies, practices, and programs, and informs the organization on HR management plans and strategies. Drives the awareness and alignment of Global People strategic initiatives by developing and overseeing an inventory of critical HR projects, ensuring program alignment with business strategies and goals, anticipating and mitigating initiative-level risk, allocating resources, and removing barriers to ensure program implementation success. Develops tools and resources to support initiative strategies, partners with executive leadership on special HR initiatives, develops solutions to drive execution of goals, recommends solutions to close gaps, and collaborates with vendors to leverage benchmark best practices to support recommendations and solutions. Drives the development and implementation of HR strategies and programs by collaborating with cross-functional senior leadership to determine strategic gaps, consulting with senior leadership on business needs, evaluating existing capabilities, and determining needed data and insights to drive strategic decisions. Prioritizes data requests and ensures resource allocation according to the prioritization plan. Develops, tracks, and monitors performance metrics, evaluates reports to determine gaps in programs, influences cross-functional senior leadership to increase awareness and compliance with programs, and drives the execution of strategies across business units. Consults with US and International business units by collaborating with senior leadership to determine business requirements and needs, partnering with key stakeholders (e.g., HR senior leadership) to determine needed insights and analytics around potential risks associated with business plans, developing mitigation strategies to address those risks, developing customized plans for achieving goals and objectives, aligning strategies across business units to ensure a consistent strategic focus, integrating initiatives across business units, driving the development and implementation of new tools and technology to drive insights capabilities, and developing strategies to leverage insights across the business. Develops global metrics and standards by collaborating with senior leadership to determine strategic direction and expectations, determining and quantifying expected impact to the business, overseeing the development of tracking tools to monitor initiative and program success (e.g., program participation), developing methods to interpret and analyze performance metric data, ensuring senior leadership visibility to metrics, and directing the improvement of programs and initiatives based on data results.

Requirements

Bachelor’s degree in Business, Human Resources, or related field and 8 years’ experience in human resources, operations, or relevant area OR 10 years’ experience in human resources, operations, or relevant area.
4 years’ supervisory experience.

Nice To Haves

Human Resources Professional HR (PHR) CERTIFICATION
Sr. Professional HR (SPHR) CERTIFICATION
Project Management Professional - Certification

Responsibilities

Oversees and directs global human resources HR initiatives to effect change in HR operational performance.
Drives key global initiatives and results through collaboration and managing cross-functional teams and processes across all divisions.
Designs relevant and emerging HR policies, practices, and programs.
Develops and oversees an inventory of critical HR projects, ensuring program alignment with business strategies and goals.
Anticipates and mitigates initiative-level risk, allocates resources, and removes barriers to ensure program implementation success.
Develops tools and resources to support initiative strategies.
Partners with executive leadership on special HR initiatives.
Develops solutions to drive execution of goals and recommends solutions to close gaps.
Collaborates with vendors to leverage benchmark best practices to support recommendations and solutions.
Collaborates with cross-functional senior leadership to determine strategic gaps.
Consults with senior leadership on business needs and evaluates existing capabilities.
Determines needed data and insights to drive strategic decisions and prioritizes data requests.
Ensures resource allocation according to the prioritization plan.
Develops, tracks, and monitors performance metrics.
Evaluates reports to determine gaps in programs.
Influences cross-functional senior leadership to increase awareness and compliance with programs.
Drives the execution of strategies across business units.
Collaborates with senior leadership to determine business requirements and needs.
Partners with key stakeholders to determine needed insights and analytics around potential risks associated with business plans.
Develops mitigation strategies to address risks.
Develops customized plans for achieving goals and objectives.
Aligns strategies across business units to ensure a consistent strategic focus.
Integrates initiatives across business units.
Drives the development and implementation of new tools and technology to drive insights capabilities.
Develops strategies to leverage insights across the business.
Collaborates with senior leadership to determine strategic direction and expectations.
Determines and quantifies expected impact to the business.
Oversees the development of tracking tools to monitor initiative and program success.
Develops methods to interpret and analyze performance metric data.
Ensures senior leadership visibility to metrics.
Directs the improvement of programs and initiatives based on data results.
Builds high-performing teams.
Seeks and embraces differences in people, cultures, ideas, and experiences.
Creates a workplace where all associates feel seen, supported, and connected through a culture of belonging.
Creates a discipline and focus around developing talent through feedback, coaching, mentoring, and developmental opportunities.
Builds the talent pipeline.
Fosters an environment allowing everyone to bring their best selves to work.
Empowers associates and partners to act in the best interest of the customer and company.
Regularly recognizes others' contributions and accomplishments.
Supports strategies and drives initiatives that attract and retain the best talent.
Builds strong and trusting relationships with team members and business partners.
Works collaboratively and cross-functionally to achieve objectives.
Communicates and listens attentively with energy and positivity to motivate, influence, and inspire commitment and action.
Maintains and promotes the highest standards of integrity, ethics, and compliance.
Models the Walmart values and leads by example to foster our culture.
Supports Walmart's goal of becoming a regenerative company by taking action to advance opportunity, sustainability, community, and integrity.
Ensures that teams follow the law, our code of conduct, and company policies.
Promotes an environment where associates feel comfortable sharing concerns.
Models our culture of non-retaliation.
Listens to concerns raised by associates and takes action.
Enables others to do the same.
Holds self and teams accountable for achieving results in a way that is consistent with our values.
Acts as an altruistic servant leader and is consistently humble and self-aware.
Delivers expected business results while putting the customer/member first.
Consistently applies an omni-merchant mindset and acts with an Every Day Low Cost mindset to drive value and Every Day Low Prices for customers/members.
Adopts a holistic perspective that considers data analytics, customer/member insights, and different parts of the business when making plans and implementing strategies.
Consistently raises the bar and seeks to improve.
Demonstrates curiosity and a growth mindset.
Seeks feedback, asks thoughtful questions, and fosters an environment that supports learning, innovation, learning from mistakes, and intelligent risk-taking.
Exhibits resilience in the face of setbacks.
Drives continuous improvements.
Supervises the adoption of new technology.
Supports digital disruption in line with Walmart's business model.

Benefits

Competitive pay
Performance-based bonus awards
Medical coverage
Vision coverage
Dental coverage
401(k)
Stock purchase
Company-paid life insurance
PTO (including sick leave)
Parental leave
Family care leave
Bereavement
Jury duty
Voting leave
Short-term disability
Long-term disability
Company discounts
Military Leave Pay
Adoption and surrogacy expense reimbursement
PTO and/or PPTO that can be used for vacation, sick leave, holidays, or other purposes
Live Better U is a Walmart-paid education benefit program for full-time and part-time associates in Walmart and Sam's Club facilities. Programs range from high school completion to bachelor's degrees, including English Language Learning and short-form certificates. Tuition, books, and fees are completely paid for by Walmart.