Regional Human Resources Director

People Strategy

Play a key role in leading the Hub’s people strategies, acting as a strategic business partner, thought leader, and change agent.
Provide strategic guidance on people related initiatives and organizational opportunities.
Continuously work to advance the people strategy and growth of a global firm.
Pro-actively translate business needs of the Hub into people-oriented solutions.
Attract and retain top talent through employee engagement strategies.
Manage, develop, and mentor the Hub HR team, which includes team members in other locations.

HR Design & Delivery

With Hub HR Centers of Excellence teams, develop effective recruiting, learning and talent development programs and initiatives for the Hub.
Lead and support the execution of HR and Talent programs, initiatives, tools, and technologies in the Hub.
Revamp the Hub’s onboarding strategy and execution, with a focus on introducing new hires to the business of design (as most Hub team members do not come from architecture or design backgrounds)
Innovate existing processes and procedures and share successes and best practices with other regions, while recognizing and adapting to the key differences between the Hub and other regions.
Resolve Employee Relations (ER) issues promptly and discreetly; recommend appropriate options to leaders when dealing with ER.
Counsel leaders through Professional Development Plans (PDPs), Appointments/Promotions and Developmental Reviews

Hub Recruiting, Compensation, & HR Operations

Partner with HR Business Partners in geographic regions to address the needs of Hub leaders and team members in those regions and offices.
Manage recruiting for the Hub across the globe.
Lead on compensation setting (bonuses and base salaries) for the 300+ members of the Hub, acting as a strategic partner with the firmwide compensation team and collaborating with Hub Leaders.
Work with the HR Operations Director on the Hub’s HR related budget and expenses.
Working with the Hub’s Regional Operating Officer (ROO), understand the firm’s business from an operations and financial perspective and take actions that will innovate HR processes and/or improve the Hub’s cost structure.
Develop a deep understanding of Hub studios strategies and team members, as needed, for involvement in resource deployment decisions across the Hub.