Director, Business HR
American Electric Power · Shreveport, LA · 1 wk ago
On-siteHuman Resources$160k–$209k/yrFull-time
Core Business HR Capabilities & Accountabilities
- Workforce & Talent Planning
- Owns workforce planning, staffing priorities, and capacity decisions aligned to business strategy and financial constraints.
- Uses workforce data and dashboards to inform leadership decisions and scenario planning.
- Succession & Leader Development
- Owns succession planning for critical roles and targeted development of leaders and high-potential talent.
- Ensures leadership readiness for current and future business needs.
- Culture & Engagement
- Accountable for culture and engagement outcomes; drives action planning using employee feedback and engagement insights.
- PARTNERS WITH LEADERS TO IMPROVE RETENTION, ENGAGEMENT, AND TEAM EFFECTIVENESS.
- Onboarding & Speed to Productivity
- Owns business-specific onboarding strategies that accelerate time to productivity and reinforce company culture.
- Labor & Employee Relations (Leveraging Labor Relations COE)
- Leads the labor strategy and partners with labor manager on activities such as union relationships, negotiations, grievances, and arbitration.
- Compensation Delivery
- Owes pay outcomes, local market start rates, and leadership decision-making related to compensation.
- Ensures fair, competitive, and performance-aligned compensation practices.
- Talent Acquisition (Leveraging Talent Acquisition COE)
- Sets hiring priorities, approves offers, and leads senior or critical leadership hires.
- PARTNERS WITH RECRUITING RESOURCES OR EXTERNAL FIRMS TO ENSURE HIGH-Quality TALENT OUTCOMES.
- Bachelor’s degree in human resources, business administration, or a related field.
- Minimum of 7 years experience in human resources or experience working with business leaders on talent, diversity, performance management and organizational effectiveness.
- Strong executive presence with exceptional leadership, communication, and influencing skills.
- Experience partnering closely with executive teams
- Strategic thinker with the ability to align employee strategy with business outcomes.
- High ethical standards and demonstrated ability to handle confidential and sensitive matters with discretion.
- Proven experience building and scaling HR infrastructure in growing, complex, or fast-paced organizations.