Sr Dir HR Business Partner (70003903)

Optimum•New York, NY

3d•$161,186 - $230,265

About The Position

We are Optimum, a leader in the fast-paced world of connectivity, and we're seeking driven and enthusiastic professionals to join our team, empower lives, fuel businesses, and drive innovation. Connectivity is now longer a luxury, but a necessity. A career at Optimum means you'll be enabling progress and enhancing lives by providing reliable, high-speed connectivity solutions that keep the world connected. Our successes, now and in the future, are powered by our amazing product, a commitment to our people and culture, and the connections we make in our communities. If you are resourceful, collaborative, and passionate about delivering consistent excellence, Optimum is for you!Job SummaryReporting directly to the SVP Human Resources, the Sr. Director HR Business Partner is responsible for the design, delivery, and management of talent strategies aligned with business priorities. The primary HR partner to senior business leaders within respective client groups, this role collaborates with business leaders, HR COEs, and other cross-functional partners to execute an employee experience and talent strategy that enables achievement of business outcomes and future growth.

Requirements

Bachelor's Degree in Human Resources, Business, or a related degree. Advanced degree preferred
10+ years of progressive HR experience, including prior experience in an HR Business Partner role working with senior executives in a large, complex organization
Strong analytical skills with the ability to use and interpret data to both guide and validate decisions
Demonstrable knowledge and practical application of HR disciplines including employment and labor laws, employee relations, talent acquisition, management & leadership development, performance management, organization design and compensation philosophies
Results orientation with the ability to quickly identify problems and use initiative and sound judgment to drive solutions to complex people issues
Keen ability to quickly establish credibility and effective business partnerships with leaders and employees at all levels of the organization
Exceptional influencing skills coupled with a deep understanding of the business and talent within it
Demonstrated track record of good judgement and empathy
Ability to maintain an upbeat, positive environment that inspires a sense of urgency, constant innovation, teamwork, and strong commitment to individual and team accountability

Responsibilities

Develop a deep understanding of assigned business areas, including strategic objectives, long-term plans, and financial performance; translate knowledge of the business unit into a people strategy, ensuring employees with the right capabilities are in the right roles.
Drive key people initiatives within assigned client group, including: staffing/workforce planning, compensation strategies, talent reviews, succession planning, training and development, rewards & recognition, recruitment and retention, and organizational effectiveness.
Define how business strategy creates workforce needs and advise/determine how needs are met through workforce strategy decisions.
Partner with senior leaders to identify development needs and skill gaps for key individuals and/or roles within their organization; work with Talent team to address gaps and deliver learning and development solutions.
Advise leaders on effective job specification development and leveling for new roles within the organization; partner with Talent Acquisition on the interview and selection process with a focus on both attracting top talent and creating a positive candidate experience for potential hires.
Oversee and provide guidance on escalated, complex employee relations issues, partnering closely with Employee Relations COE and in-house employment counsel.
Proactively coach leaders on the interpretation of engagement survey feedback and strategic action planning to drive an enhanced employee experience and move the company culture forward.
Facilitate the effective rollout of recurring, enterprise-wide HR initiatives, including goal setting, year-end performance reviews, salary planning and administration, talent assessments and succession planning, and quarterly engagement surveys.
Partner with business leadership and corporate communications team on the development of effective internal messaging on key initiatives and changes.
Consistently act as a positive cultural change advocate, consultant, and business advisor to the leadership team.
Function as HR lead for assigned business area on M&A activities, including acquisitions, divestitures, and/or joint ventures; partner with cross-functional teams to ensure successful integration of acquired businesses.