Director, People Strategy Partner

Description

• Seek to understand employees at all levels and drive consistent employee communications for clarity and focus within the business unit and across the organization.
• Provide strategic partnership and coaching to business leaders, managers, and team members to positively impact talent engagement, development, and retention.
• Guide leaders in identifying and developing emerging talent through talent review discussions and individual development planning.
• 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.
• Participate in the investigation and resolution of ongoing employee relations problems, anticipate problems whenever possible, and develop appropriate steps for resolution.
• Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.
• Actively participate in leadership meetings alongside the sales and operational leadership for the business they support.
• 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.
• Develop plans for position successions and employee promotion/transfer policies.
• 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.
• 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.
• Assist team members and leadership with developmental programs.
• Explore and identify emerging trends in strategies, approaches, and locations for recruiting, specifically in the HVAC industry.
• Develop HR plans and strategies to support achieving the company’s business objectives.

Requirements

• Preferred two years of experience in a Business Partner role and a proven ability to work through others.
• 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.
• 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
• High level of initiative with the ability to prioritize, multi-task, deal with ambiguity in a highly entrepreneurial environment, and champion change.
• Knowledge of employment regulations with the Department of Labor (DOL), Equal Employment Opportunity Commission (EEOC), and other legal requirements.
• Accountable and transparent with a strong work ethic and the ability to handle sensitive and confidential information with professionalism and discretion.
• 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.
• Ability to develop and execute strategic people plans aligned with business objectives with expertise in Change Management.
• Bachelor’s degree in Human Resources, Business, Management / Leadership, or a related field.
• Exceptional relationship and stakeholder-building skills with proven experience in influencing, collaborating, and actively for the best outcome for the client and company.
• Experience building an inclusive, engaging company culture in a distributed, remote & in-office environment.
• Past experience with leading developmental programs, engagement surveys, action planning, and the performance management process.
• Experience in, and comfortable with, serving in a player-coach capacity, having successfully led others directly and through relationships and influence.
• Excellent communication and interpersonal skills with the ability to build strong relationships across all levels of the organization.
• Knowledge of market compensation data processes and labor and employment/recruitment laws.
• Demonstrated experience benchmarking and implementing industry-leading strategies, processes, and programs.
• Able to lead and coach by using relationships and influence through others to achieve the business's desired outcome.
• 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.
• A proven track record of effective leadership of managing and leading through organizational change.
• Proficient knowledge of all Microsoft products, social media platforms, applicant tracking systems, HRIS, CRM, and a successful track record of implementations.
• Must adhere to the policies, principles, and guidance within the Employee Handbook
• Ability to effectively communicate and present information one-on-one in group situations and outside of the company.

Benefits

Training + Development

Interview process

Visa Sponsorship

Security clearance