The Global HR Director provides direct leadership support to the Corporate IT and PSG IT Leadership Teams (1,750+ workforce) and support the business needs of the department within the Division(s). The Global HR Director also leads the execution of global HR policies, processes, and procedures as well as implementing the strategic HR plans for these work-groups in all global regions (APAC, EMEAI, LATAM & USCA). Additionally, this position is responsible providing HR leadership to a team of HR Managers in support of a matrix organization. The Groups/Divisions supported are: Corporate IT & PSG IT.

Qualifications

FORMAL EDUCATION:

Required:

• Bachelor’s Degree or equivalent Academic Degree

Preferred:

• Master’s Degree or equivalent Academic Degree
• Focus in Human Resources or business related field

KNOWLEDGE & EXPERIENCE:

Required:

• Must have 7 or more years of previous experience in Human Resources or a related field

TECHNICAL/SKILL REQUIREMENTS:

Required:

• Demonstrate skills in recruiting candidates, conducting interviews, and promotion/termination.
• Demonstrate experience with reporting legal documents (Wage surveys, Performance appraisals/reviews, etc.)
• Demonstrate skills in compensation, organization planning/development and employee engagement/development.
• Experience with employee relations resolution
• Must be able to proficiently speak, understand and write in English language

Preferred:

• Experience working with labor parties

Travel- 20%

Responsibilities

CORE RESPONSIBILITIES AND TASKS

EFFECTIVE BUSINESS PARTNER

1. Partner with business leaders to execute Company Initiatives.
2. Support functional stakeholders to achieve organizational and functional goals.
3. Effectively communicate, build relationships and partner with key Business Leaders, Subject Matter Experts and Division Representatives.
4. Lead and drive Company, Division, and Regional initiatives and programs.
5. Assist business leaders with organizational design and developing structures that support the needs of the business.
6. Assist business leaders with Digital Transformation activities. This includes, org design, new operation models and change leadership.
7. Develop career/job matrixes including compensation job grading.
8. Support business leaders through management of organizational change
9. Network with in country HRBP teams to provide support where Corporate Division does not have direct coverage. Primarily EMEAI & China.

EMPLOYEE RELATIONS:

1. Promote and maintain positive employee relations in a safe and productive work environment.
2. Communicate accurately and appropriately with other employees/vendors in a timely manner.
3. Administer and enforce HR policies and procedures and make recommendations for change as needed.
4. Ensure compliance with all national, regional and local laws and regulations.
5. Accurately complete reports in accordance with appropriate legal documentation (AAP, Adverse Impact, Annual Wage Survey, Disability, FMLA, Compensation, Benefits, EEOC, OSHA, Terminations, etc.)
6. Investigate, mediate, and resolve employee concerns and/or team conflicts.

TALENT ACQUISITION/ TALENT MANAGEMENT

1. Partner with Talent Acquisition team to identify candidates for key leadership positions.
2. Responsible for talent acquisition activities outside of the US (LATAM, EMEAI & APAC).
3. Coach/guide/counsel career and leadership development of employees and subordinates.
4. Succession planning and management.
5. As HRBP, lead talent management process for organization under their support.

PERFORMANCE MANAGEMENT

1. Write annual performance appraisals for subordinates and deliver along with goals and objectives.
2. Lead and develop subordinates.
3. Administer Progressive Discipline techniques when necessary.
4. As HRBP, lead performance management & talent review processes for organization under their support.

GLOBAL MOBILITY

1. Working with Global Mobility group, lead efforts with international employee relocations.
2. Oversee company sponsored work visas and other immigration issues (US and other countries).
3. Understand international compensation policies & employment regulations in order to inform/ advise business leaders.

Job duties include contact with other employees and access confidential and proprietary information and/or other items of value, and such access may be supervised or unsupervised. The Company therefore has determined that a review of criminal history is necessary to protect the business and its operations and reputation and is necessary to protect the safety of the Company’s staff, employees, and business relationships.”