Senior Director, HR Business Partners (13348) Newark, California
The senior Business Partner role at RMS is responsible for setting human capital strategies and activating business, organizational and leadership programs and changes to produce optimum business results. This high impact management position will report to the Chief Human Resources Officer, will manage a global team of HRBPs, and will ensure strategic guidance is provided to key executive business leaders to help build our people capabilities and achieve our growth plans. The position will also dedicate at least 50% time as the senior advisor and HRBP for a major global business unit. As a member of the HR Leadership Team, responsibilities will include: Global Organizational Development: Lead the thinking and execution of leadership and organizational change/transitions Partner with business leaders to define organizational design requirements; identify gaps and strategies to address them Develop job/career/role definitions to ensure competitiveness, internal consistency, and skill depth for future operations 2. Strategic Advisor/Business Partner: Act as a single point of contact for functional business leaders to address all human capital needs (proposed organizational assignment: Global Development Group, and CTO, in Newark, California) Manage a team of HRBPs assigned to other RMS locations and groups (Hoboken, Noida, London, Newark) Develop, partner and broker HR services and programs as required Partner with HR colleagues to deliver highest-quality HR services to managers and employees in business units, including staffing, compensation/incentive plan programs, benefits and policy clarifications Support employee engagement by partnering with HR colleagues to deliver employee surveys and communications, recognition/reward programs, culture/environment work 3. Talent Management (& Employee Relations): Determine and design approaches and actions that drive talent issues for the company and for major business units Own the execution of Talent Management activities within the business units, including: Executive on-boarding/assimilation Goal setting processes Performance improvement/management guidance and discipline Annual Performance Management/Review process Leadership Talent Review Career/development planning and follow up Succession planning Ensure thoughtful and consistent application of policies to support employee effectiveness worldwide Counsel employees and managers to constructive resolution of employment issues, in compliance with applicable workplace regulations 4. HR Measurement: Define, collect, analyze, report and review Human Capital metrics for each major business unit Partner with Talent Acquisition to complete workforce assessment and planning In response to surveys and organizational assessments, develop action-planning and follow up 5. Partnership with Learning & Development: Deliver executive development activities and feedback/advisory services Sponsor team effectiveness assessment and team development work associated with high performing team models Partner to deliver in-house manager training, respectful workplace training, RMS strategy education, etc. Near-term Priorities: Complete the FY13 Talent Review and VP/SVP promotion process Manage the effective onboarding of new HRBP in Hoboken, supporting Sales and Marketing Carry out programs designed to reduce attrition in Development organization Work with L&D to engage and up-skill the management capabilities in Development, globally Qualifications: Bachelor"s Degree; Masters or MBA preferred A minimum of 15 years of progressively more responsible HR and HR Management roles, resulting in broad functional knowledge across all HR disciplines and deep subject matter expertise in at least two distinct areas of specialty (OD, Training and Development, Rewards, Staffing, etc). Significant portion of total experience in one or more companies engaged in scientific or analytic products and software Experience in both small (less than 1,000 employees) and large (greater than 2,500 employee) work environments Knowledge of and experience applying HR industry best practices Proven success in leading the design and implementation of organizational development efforts with a clear connection to business results, such as competency modeling, management/leadership/executive development programs, high-potential development, culture/values assessment and change efforts, organizational redesign, performance management processes and systems Direct leadership and management of an entire or significant portion of an HR organization Knowledge of and experience applying state/federal regulations to HR issues and management practices. Experience in dealing effectively with C-level executives with strong consulting and coaching skills Professional demeanor with strong communication skills, both written and oral Solid leadership and influence skills, with executive presence Competencies and Capabilities of the Successful Candidate 1. Understands the Business: Can quickly develop an understanding of the elements of the company and the value chain of the business and of customers as well as the external and industry factors that influence success; can influence organizational and structural changes at the business unit level; makes a significant contribution to business planning and other core processes, as well as engaging leaders on the human capital implications of changes. 2. Strategic Architect / Organization Designer: Has the ability to develop and articulate a vision of the future in a way that creates energy, excitement and participation; can partner with other leaders in building winning business strategies; understands the nature of organizational dysfunctions and can assess, design and execute and plan to address structural weaknesses. 3. Talent Manager: Is an effective assessor and developer of individuals, groups and organizations; can teach and advise others to do same; is comfortable doing this both as an individual in an ad-hoc way as well as leading global efforts to deploy related systems and processes. 4. Creative Problem-Solver: Can apply new thinking and innovation to issues and problems in a way that allows them to access deep subject matter expertise without being a slave to experience; undertakes benchmarking and other evaluative methods in determining best practices. 5. Culture and Change Steward: Understands and respects the organization"s origins, norms and unwritten rules about how work gets done and how employees behave; looks for dissonance between what is said and what is done and has the courage to point this out and try to ensure its addressed; demonstrates real expertise in facilitating change through understanding of change dynamics/models, through project leadership and by being explicit about modeling behavior. 6. Personally Credible: Models the highest degree of moral and ethical behavior; is proactive – takes responsibility for making things happen; contributes as a valued team member and colleague; demonstrates personal awareness and desire for continual learning and personal development; keeps commitments; exhibits candor and courage – is not afraid to establish a visible presence and point of view, to engage in spirited and constructive debate and to hold others accountable to their commitments. RMS: There"s a 6% chance that a hurricane will cause $75 billion of insured losses next year and a 1% chance that an earthquake will cause $50 billion of insured loss in the next 12 months. At RMS, we build simulation models that allow insurers and investors to understand their financial risks as a result of natural catastrophes, terrorism, pandemics, or changes in life expectancy. We are one of the most exciting and technologically sophisticated firms you"ve "never" heard of, unless you"re one of our clients in the (re)insurance, banking or hedge fund sector. As we lead an industry we helped pioneer we are able to offer stimulating careers to those who want to make a real impact on the world at large. At RMS we believe in thought leadership, personal growth and out-standing performance and support a culture of inclusiveness across all our offices. As we approach our 25th anniversary, we are evolving our vision by delivering future solutions in the cloud, releasing in 2014 a cutting edge risk management platform "RMS(one)" for the global risk market and we"re looking for talented professionals to join us. To find out more visit: www.rms.com. Or follow us on Facebook or Twitter RMS is proud to be an equal opportunity employer.