Director of Human Resources

Korn Ferry has partnered with our client on their search for the role, Director of Human Resources.

The Director, HR is a trusted and savvy business partner to organizational leaders, as well as an advocate for employees. The Director, HR leverages their extensive business knowledge and comprehensive understanding of the organization to execute strategic plans that support the company’s employee value proposition and business objectives. This position plays a critical role in driving employee engagement and retention. The Director, HR Business Partner is a ‘connector of information’ that provides critical feedback and insights to other HR team members and the executive team so that informed decisions can be made to help our employees flourish. This role plays a critical part in the company’s ability to deliver on its employee value proposition and provide a positive employee experience.

This Director, HR will have strategic oversight, leadership development, employee relations, and compliance, all designed to ensure the company thrives both culturally and operationally. The Director, HR is tasked with shaping the employee experience across the entire lifecycle, from onboarding to retention strategies, performance management, and leadership development.

The key responsibilities span a wide range of functions, including:

• Talent Management: Implementing programs for goal setting, performance check-ins, and merit planning to ensure continuous development and recognition of employees.
• Leadership Development: Coaching managers and creating tailored learning paths to foster career growth and enhance leadership capabilities within the organization.
• M&A Integration: Facilitating seamless communication and the integration of cultures, policies, and processes during mergers and acquisitions to ensure a smooth transition.

Key Responsibilities

Owning and administering key cyclical talent management programs such as:

• Individual Goal Setting
• Quarterly Performance Check-Ins
• Merit and Bonus Planning

Managing company-wide employee relations and engagement efforts from time of hire through exit, including but not limited to:

• Hosting new hire orientation
• Facilitating smooth onboarding between managers and employees, including periodically checking in with new hires and managers for the first 3 months
• Facilitating onboarding for employees transitioning to new roles within the company and ensuring that new leaders understand all leadership expectations
• Level Meetings, Pulse Surveys, Data/Trend Analysis, Survey Action-Planning
• Exit and Stay Interviews
• Manage reasonable accommodation requests
• Facilitating conflict resolution, performance improvement discussions and investigations as needed
• Devise retention and engagement strategies that build employee morale and enhance the company culture, and commitment to DEI&B.
• Establish communication protocols and templates across the entire employee life cycle

Building and implementing a comprehensive talent development strategy that builds our people leaders and prepares our employees to elevate their careers. This includes:

• Coaching leaders on leadership skills
• Creating learning journeys tailored to our career paths
• Creating training content, whether developed in-house or curated from external sources
• Facilitating career management discussions as needed
• Maintain and update position descriptions and career paths

Supporting M&A integration efforts. This may include:

• Communicating with leaders and employees about timing for integration milestones
• Facilitating training and briefing sessions with acquired employees
• Supporting and leading integration of HR processes and benefits as requested

Managing compliance and governance for designated areas of HR, which may include:

• Policy and process development and communication
• Maintain HR’s RACI to ensure we follow delegation of authority for key decisions involving employee-related actions
• Stay abreast of laws and regulations in the US and UK that we must comply with

The Candidate

Experience and Professional Qualifications

Requirements:

• Director: Bachelor's degree in relevant field of study, and 10 or more years of relevant experience
• Experience working in an agency environment or professional services is highly desired
• Entrepreneurial, solution-oriented mindset
• High emotional and social intelligence
• Skilled communicator (verbal and written), ability to effectively present information to small and large groups
• Ability to understand and use data to solve problems and make recommendations
• Experience with/exposure to M&A integrations
• Highly organized and proactive in nature

Preferred (not required):

• Exposure to managing HR for other countries, specifically UK
• Knowledgeable in use of EORs and PEOs
• Experience in US Federal Government Contracting and related HR requirements

Skills and Competencies

Competencies:

• Active Listening
• Employee Advocate
• Analyze Data / Critical Thinking
• Culture and Change Champion
• Leading People / Leadership Coaching
• Developing & Curating Learning Content
• Effective Communication, including Training Facilitation, and Collaboration
• Ability to Build Coalition and Consensus
• Relationship Management
• Project Planning and Execution

SE# 510704047