Director, HRBP

Talent Strategy and Planning

Develops deep operational and strategic business insight, and turns business issues and goals into a talent strategy aligned to the business strategy.

Builds an annual talent plan that forecasts the organizational and people changes required to deliver the strategy, and executes agreed solutions.

PARTNERS WITH COES AND ACROSS THE PEOPLE TEAM TO DELIVER MEANINGFUL PEOPLE SOLUTIONS

Change and Transformation

Identifies and leads organizational change initiatives.

Advises on the people aspects of organizational change and transition.

Applies structured program and change management practice, accounting for cross-functional and downstream implications, employee engagement, etc.

Workforce Insights and Analytics

PARTNERS WITH WORKFORCE INSIGHTS FUNCTION TO SENSE AND SCAN INTERNAL AND EXTERNAL FACTORS TO MAINTAIN A PULSE ON CURRENT STATE, REVIEW TRENDS, AND ANTICIPATE FUTURE NEEDS.

BRAINS THE RIGHT PEOPLE AND DATA TOGETHER TO SHAPE INSIGHT AND COMPLETE ROOT CAUSE DIAGNOSTICS ON PEOPLE AND ORGANIZATIONAL DYNAMICS.

TRANSLATES COMPLEX DATA INTO ACTIONABLE INSIGHT AND USES STORYTELLING TO INFLUENCE LEADERSHIP DECISIONS.

FINESSES LEADER-LED ACTION PLANNING ON AREAS OF FOCUS SUCH AS ENGAGEMENT, ORGANIZATION HEALTH, AND WORKFORCE METRICS.

PROMOTES ADOPTION OF DIGITAL TOOLS AND DATA-INFORMED DECISION-MAKING ACROSS THE BUSINESS.

Organization Design and People Solutions

WORKS WITH SENIOR LEADERS TO OPTIMIZE ORGANIZATION DESIGN AND DRIVE BUSINESS PERFORMANCE, PARTNERING WITH ORG & TALENT PARTNERS FOR OD AND OE EXPERTISE WHILE PROVIDING BUSINESS CONTEXT; MAY ALSO LEAD ORGANIZATIONAL DESIGN OR TRANSFORMATION INITIATIVES.

WORKS WITH BUSINESS LEADERS TO MAXIMIZE ORGANIZATIONAL EFFECTIVENESS ACROSS TEAM DEVELOPMENT, WORKFORCE PLANNING, AND CHANGE MANAGEMENT.

SUPPORTS LEADERS THROUGH TALENT MOTIONS, FLAGGING TALENT RISKS AND OPPORTUNITIES, GUIDING SUCCESION PLANNING, AND ENSURING AGREED ACTIONS ARE FOLLOWED THROUGH.

ADVISES ON THE DESIGN AND IMPLEMENTATION OF PEOPLE PROGRAMS SO THEY REMAIN RELEVANT TO BUSINESS STRATEGY AND GOALS, AND OWNS OR ENABLES THE IMPLEMENTATION PLAN IN REGION OR FUNCTION.

HR Strategic Partnership

OWNS THE RELATIONSHIP WITH EXECUTIVE LEADERS IN REGION OR FUNCTION AND SERVES AS TRUSTED ADVISOR ON TALENT STRATEGY, TALENT MANAGEMENT, INCLUSION, AND RETENTION.

COACHES AND DEVELOPS SENIOR LEADERS, PROVIDING FEEDBACK IN SUPPORT OF LEADER AND TEAM EFFECTIVENESS.

CHALLENGES LEADERS TO QUESTION ESTABLISHED PRACTICE AND THE STATUS QUO, USING DATA AND INSIGHT TO TEST ASSUMPTIONS AND INFLUENCE WITH EMPATHY, CREDIBILITY, AND EMOTIONAL INTELLIGENCE.

COACHES LEADERS ON THE CULTURAL AND MINDSET REQUIRED TO EXECUTE THE ENTERPRISE STRATEGY, AND BUILD HIGH PERFORMANCE TEAMS.

INFLUENCES LEADERSHIP DECISIONS ON ORGANIZATIONAL EFFECTIVENESS AND EMPLOYEE ENGAGEMENT.

DRIVES ADOPTION OF PEOPLE TEAM PROGRAMS AND INITIATIVES.

Culture and Values

CULTURE CHAMPION ROLE MODELS EQUINX VALUES AND THE ATTRIBUTES OF THE DESIRED CULTURE, AND DRIVES CULTURE TRANSFORMATION THROUGH LEADERSHIP.

FOSTERS INCLUSION, TRUST, AND CROSS-FUNCTIONAL COLLABORATION, AND DEMONSTRATES RESILIENCE AND ADAPTABILITY THROUGH AMBIGUITY.

ENCOURAGES LEARNING, GROWTH MINDSET, AND CONTINUOUS IMPROVEMENT ACROSS THE ORGANIZATION.

People Team Partnership

ENSURES THE EFFECTIVENESS OF THE PEOPLE TEAM BY CHAMPIONING THE SERVICE DELIVERY MODEL AND COLLABORATION ACROSS ALL PEOPLE TEAM FUNCTIONS.

PARTNERS WITH AND BRINGS IN RESOURCES FROM ACROSS THE PEOPLE TEAM TO IMPLEMENT SOLUTIONS THAT MEET THE CHALLENGES OF THE BUSINESS.