Director, People Strategy Partner

Overview

Strategic HR partner driving talent, culture, and performance for HVAC businesses.

Key Responsibilities

• talent planning
• recruitment strategy
• succession planning
• employee coaching
• risk compliance
• leadership partner

Tasks

-Develop HR plans and strategies to support achieving the company’s business objectives. -Explore and identify emerging trends in strategies, approaches, and locations for recruiting, specifically in the HVAC industry. -Guide leaders in identifying and developing emerging talent through talent review discussions and individual development planning. -Strategic partnership with business leaders to develop a roadmap to ensure the people, programs, and processes align with business direction and create a career path, growth, and positive impact for all parties, creating a win-win. -Actively participate in leadership meetings alongside the sales and operational leadership for the business they support. -Assist team members and leadership with developmental programs. -Represent the company as a knowledgeable professional within the company who explores and identifies emerging trends, strategies, approaches, and education, specifically within the HVAC industry. -Develop plans for position successions and employee promotion/transfer policies. -Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance. -Ensure effective controls are in place to proactively manage organizational risk and remain in compliance with company policies and procedures. -Provide effective guidance and coaching to leaders on HR policies, managing individual and team development and performance to achieve targeted business goals. -Build strong relationships across the shared services teams that foster trust and communication. Collaborate within and across the HR teams to develop best practices for operating companies. -Seek to understand employees at all levels and drive consistent employee communications for clarity and focus within the business unit and across the organization. -Participate in the investigation and resolution of ongoing employee relations problems, anticipate problems whenever possible, and develop appropriate steps for resolution. -Provide strategic partnership and coaching to business leaders, managers, and team members to positively impact talent engagement, development, and retention.

Requirements

• bachelor's
• microsoft
• hris
• change management
• 3-5 years
• communication

What You Bring

-Excellent communication and interpersonal skills with the ability to build strong relationships across all levels of the organization. -Past experience with leading developmental programs, engagement surveys, action planning, and the performance management process. -Excellent communication skills, both oral and written, as well as the ability to facilitate both small and large groups in a variety of forms, including presentations, working meetings, business reviews, and informal discussions -A background with nationwide multi-brand organizations in rapid growth mode and the onboarding of M&A, and experience in an entrepreneurial, nimble environment, where strategic building towards the company’s vision was essential. -Accountable and transparent with a strong work ethic and the ability to handle sensitive and confidential information with professionalism and discretion. -Bachelor’s degree in Human Resources, Business, Management / Leadership, or a related field. -Knowledge of employment regulations with the Department of Labor (DOL), Equal Employment Opportunity Commission (EEOC), and other legal requirements. -Preferred two years of experience in a Business Partner role and a proven ability to work through others. -High level of initiative with the ability to prioritize, multi-task, deal with ambiguity in a highly entrepreneurial environment, and champion change. -Able to lead and coach by using relationships and influence through others to achieve the business's desired outcome. -Must adhere to the policies, principles, and guidance within the Employee Handbook -Exceptional relationship and stakeholder-building skills with proven experience in influencing, collaborating, and actively for the best outcome for the client and company. -Proficient knowledge of all Microsoft products, social media platforms, applicant tracking systems, HRIS, CRM, and a successful track record of implementations. -A proven track record of effective leadership of managing and leading through organizational change. -Ability to effectively communicate and present information one-on-one in group situations and outside of the company. -Experience in, and comfortable with, serving in a player-coach capacity, having successfully led others directly and through relationships and influence. -Ability to develop and execute strategic people plans aligned with business objectives with expertise in Change Management. -A Minimum of three to five years of progressive experience in several of the following functions: people operations, organizational design, performance & talent management, learning and development, and employee engagement. -Strong communicator with the ability to influence and persuade across all levels of the organization, exercising a high degree of professionalism, poise, tact, and diplomacy to accomplish objectives and hold others accountable. -Experience building an inclusive, engaging company culture in a distributed, remote & in-office environment. -Knowledge of market compensation data processes and labor and employment/recruitment laws. -Demonstrated experience benchmarking and implementing industry-leading strategies, processes, and programs.

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About Meriton

-Dominates Australia’s skylines with high-scale developments. -Blends scale with ambition in major east-coast cities. -Operates its own serviced apartment arm with properties in Sydney, Brisbane, and the Gold Coast. -Sustains a multi-billion-dollar project pipeline. -Projects include high-rise towers and mixed-use urban precincts. -Specializes in large-scale residential development, long-stay serviced accommodation, and integrated retail and childcare precincts. -Founder remains deeply involved in design and construction, ensuring continuity in its evolution.

Sector Specialisms