VP, HR – Technology & Operations

Synchrony•Stamford, CT

42d•Hybrid

About The Position

Role Summary/Purpose: The Vice President, Human Resources for the Technology & Operations organization will primarily support T&O Governance and Complaints executives, leaders, and their teams to achieve their business goals through dedicated management of human capital and talent management activities across the organization. They will act as a strategic partner, change agent and business partner with the teams implementing programs to positively impact business performance and drive a high-performance culture. Our Way of Working We’re proud to offer you choice and flexibility. At Synchrony, our way of working allows you to have the option to work from home, near one of our Hubs or come into one of our offices. Occasionally you may be required to commute to our nearest office for in person engagement activities such as business or team meetings, training and culture events.

Requirements

Bachelor's degree and/or equivalent work experience; in lieu of a degree 11+ years of increasing HR Generalist experience in Human Resources.
8+ years of increasing HR Generalist experience in Human Resources.
Past or current experience supporting multiple executive level clients, exempt and non-exempt employees.
Past or current experience supporting a geographically diverse, matrixed client group.
You must be 18 years or older
You must have a high school diploma or equivalent
You must be willing to take a drug test, submit to a background investigation and submit fingerprints as part of the onboarding process
You must be able to satisfy the requirements of Section 19 of the Federal Deposit Insurance Act.
New hires (Level 4-7) must have 9 months of continuous service with the company before they are eligible to post on other roles.
Once this new hire time in position requirement is met, the associate will have a minimum 6 months’ time in position before they can post for future non-exempt roles.
Employees, level 8 or greater, must have at least 18 months’ time in position before they can post.
All internal employees must consistently meet performance expectations and have approval from your manager to post (or the approval of your manager and HR if you don’t meet the time in position or performance expectations).
Legal authorization to work in the U.S. is required.
We will not sponsor individuals for employment visas, now or in the future, for this job opening.

Nice To Haves

Experience within financial services and/or technology organizations.
Strong skills at building relationships with various levels in an organization.
A minimum of 12-months experience working with remote/virtual teams
Excellent verbal and written communication, interpersonal, organizational, and multi-tasking skills.
Past or current experience supporting multiple executive level clients
Experience with regulations such as OFCCP audits, EEOC Complaints and resolutions and AAP reporting.
Master’s degree in Human Resources or Business-Related Field
Very strong influence and change management skills
Demonstrated ability to drive HR processes and to deliver high quality HR services in a fast paced, high change environment

Responsibilities

Partner with Governance and Complaints leadership and managers of people to ensure alignment and implementation of business and HR strategies, policies, and programs, and create and deliver cost effective HR solutions for complex, strategic business issues.
Partner with Senior Governance and Complaints leadership and managers of people to provide strategic direction and delivery related to organizational design, recruiting, succession management, talent management and development, employee relations matters, resource planning, compensation and benefits, and performance management.
Build and develop capabilities to improve leadership, succession, and people management effectiveness through coaching, identifying programs and facilitating team sessions to raise the bar on performance.
Act as an ‘agent of change’ and drive culture shifts to meet longer term business goals, strategies, and revenue targets.
Manage employee relationships on a proactive basis
Manage and monitor headcount and personnel budgets in partnership with the Finance team.
Make cost effective business/personnel related decisions including compensation, benefits and hiring decisions, in line with personnel budget.
Implement and monitor the Performance Management and Career processes, to develop a performance driven culture.
Facilitating the identification and management of High Potential individuals and identifying training, education and development needs and providing appropriate solutions, tailored to meet the needs of individual businesses.
Provide a solid assessment on current and future employee potential; complete comprehensive Talent Reviews and succession plans; identify and be aware of potential Talent at all levels of the organization.
Identify key human resource needs and partners with leaders to provide a full complement of services to the organization.
Partner with external staffing organizations to develop knowledge of key talent and to foster a diverse candidate pipeline.
Lead training initiatives, compensation planning, employee development and communication programs across the function.
Translate plans into actionable results.
Monitor adherence to all relevant Human Resource-related policies and practices.
Rigorously manage HR compliance in accordance with applicable employment laws, state and government regulations and Synchrony policies and procedures.
Manage employee relations concerns/escalated issues within client group.
Execute/translate US HR policies and procedures.