Senior Director, People Operations

Key Responsibilities:

• STRATEGY
• In consultation with the Executive Leadership Team (ELT) partners, develops the People Operations Strategy and operational plan to drive the organization toward desired business outcomes
• Establishes clear deliverables and measures of success for people programs and initiatives
• Takes turns with other People Operations Business Leaders in defining approaches to key programs such as promotions, performance reviews, succession planning and more

• 
  STRATEGIC PARTNERING
• Builds effective collaborative relationships with People Operations leaders across divisions to deliver integrated solutions
• Understands and takes action on challenges, opportunities and interdependencies that underpin key human capital decisions and actions
• Influences and builds relationships with the executive team and people managers to position People Operations as a trusted advisor to the business
• Drives the talent agenda to build a sustainable pipeline of world class talent through acquisition , appropriate talent moves, retention and development actions
• Partners with leaders to ensure they know their talent
• Drives high performance across the business through coaching of leaders
• Challenges the business leaders they support to ensure a better outcome on people related matters
• Uses data and metrics to inform and proactively manage people decisions (data driven decisions)
• Facilitates innovative business and people practices to enhance business outcomes. Works to get to yes on addressing leadership needs

• 
  STRATEGIC WORKFORCE PLANNING
• Works with managers to identify current and future talent needs. Surfaces issues with resourcing, learning, and retention and recommends a course of action

• 
  LEAD A HIGH PERFORMING TEAM
• Builds a high functioning People Operations group. Continually raises the performance bar of the team by providing challenging, stretch tasks and assignments that align with individuals development needs
• Builds strong relationships and works well with other People Operations leaders

• 
  TALENT MANAGEMENT
• Identifies critical roles, talent and assesses talent and pipeline risks across business client group/s. Recommends and takes actions to strengthen the talent pipeline through retention, acquisition, appropriate talent moves and development actions
• Leads and influences strategic talent discussions to ensure capability requirements for the future are met
• Works with Sr leaders to ensure talent strategies and actions are owned and championed by the business, and are integrated into overall business planning

• 
  LEAD CHANGE
• Builds the capability of leaders to drive and manage sustainable change
• Supports or leads specific change management efforts

• 
  CAPABILITY DEVELOPMENT
• Supports leaders in building capable, cohesive and high performing teams
• Continuously helps the division increase talent density

• 
  PERFORMANCE MANAGEMENT
• Coaches leaders to effectively manage the performance planning and review processes and ensures leaders differentiate individual performance across their groups
• Coaches and develops leaders to effectively manage underperformance using the agreed organizational processes
• Drives the focus of performance management towards continual feedback and coaching throughout the year, as well as the quality of the performance discussions

• 
  POLICIES, PROCESSES AND PROGRAM DEVELOPMENT
• Proposes and provides drafts of new policies and processes when needed by the business

• 
  CULTURE & ENGAGEMENT
• Works with leaders to develop an action plan to address key areas of focus from the employee engagement survey, ensuring alignment with the company action plan
• Influences and coaches Sr leaders to take an active and visible role to demonstrate behaviors that align with and support the desired culture. Works with leaders to identify barriers and deliver actions to build the desired culture

• 
  EMPLOYEE/INDUSTRIAL RELATIONS
• Provides oversight and guidance in the management of complex people management issues. Takes a lead role in dealing with complex grievances
• Ensures leaders are aware of the pulse of the workforce

• TOTAL REWARDS
• Ensures the division adheres to compensation strategy. Analyses data and is aware of where outliers are. Proposes fixes or changes to strategy when needed

• 
  ORGANIZATION DESIGN
• Works with leaders to structure the organization for success

The ideal candidate will have most, if not all, of these requirements:

• Bachelors degree in People Operations, Business Administration, or a related field; advanced degree and HR certification preferred
• 10+ years of progressive People Operations experience, with at least 5 years in a strategic business partner leadership role overseeing People Operations
• Proven experience in developing and executing strategies in a fast-growing, technology-driven environment, preferably in manufacturing or tough tech industries
• Strong judgment and decision-making skills, with a track record of successfully navigating complex and high-stakes challenges
• Deep knowledge of HR systems, payroll, benefits administration, and compliance, with a strategic approach to optimizing these functions
• Strong understanding of employment laws and regulations, with the ability to strategically manage compliance and risk
• Excellent leadership and people management skills, with the ability to inspire and develop a high-performing team
• Exceptional communication and interpersonal skills, with the ability to influence and build relationships at all levels of the organization
• Strategic thinker with strong analytical and problem-solving skills, and a data-driven approach to decision-making
• Ability to thrive in a fast-paced, dynamic environment with changing priorities, while maintaining a strategic focus on long-term goals
• Ability to succeed in ambiguity and uncertainty while remaining flexible to change

Additional experience and/or qualifications:

• Perform activities such as typing, standing, or sitting for extended periods of time
• Willingness to travel or work required nights/weekends/on-call occasionally
• Work in a facility that contains industrial hazards including heat, cold, noise, fumes, strong magnets, lead (Pb), high voltage, high current, pressure systems, and cryogenics
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