The AVP, Human Resources Business Partner serves as the strategic Human Resources Business Partner to JDRF leaders aligning HR strategy, programs and processes to best meet and contribute to the organization’s success. There is a particular focus on talent development and engagement/retention. The HR Business Partner’s primary role is to focus on strategic business challenges and provide advisory and consultative support to business leaders. The person in this role is responsible for delivering meaningful human capital insights; influencing strategy and developing workforce and talent strategies. The AVP is also responsible for organization design and change management, and champions organizational values and company culture. This role will partner with other HR functions (talent acquisition, compensation & benefits, talent management and L&D) to proactively deliver solutions and address issues.
RELATIONSHIPS: This position reports to the Chief People Officer and manages the HR business partner team of three. Interacts closely with Executive Leadership and staff at all levels of the organization. External relationships include vendors, consultants, other HR organizations and professional associations/organizations.
Provides Strategic HR Partnership
Creates, communicates and drives the execution of organizational HR strategies that integrate perspectives from multiple stakeholder groups and industry best practices.
Leads, develops and drives the creation of a client-focused People Strategy that is top of mind, linked to business goals and results in increased business impact·
Works with management teams to gain support in implementation.·
Serves as a valued advisor to stakeholders and customers by anticipating needs and developing HR solutions that are aligned with business strategies.·
Utilizes in-depth knowledge of the business and industry to impact and drive decision-making processes; and contribute to the creation and execution of business strategies.·
Directs, drives, measures and monitors HR processes including the MyVoiceMatters engagement survey, performance planning/evaluation and compensation processes·
Will need to transform the current HR generalist model to a business partner approach
Enhance Organizational Effectiveness
Diagnoses issues, trends and root causes impacting organizational performance at the local levels; and drives the development and execution of quality solutions·
Shapes the nature of the delivery of HR services to the business based on a deep understanding of the business environment and strategy.
Proactively analyzes, reviews and reports key metrics to client areas and identifies trends and/or solutions to make course corrections if needed
Influences significant organizational outcomes and/or may lead large cross-functional projects/teams within/outside the scope of HR
Acts as an employee advocate and protects the interests of employees in accordance with the company’s human resources policies and appropriate governmental laws and regulations.
Is an active, productive and collaborative member of the cross-functional Senior Development Leadership Team
Manages and Develops Talent
Collaborates with key stakeholders to develop and implement programs that build the internal talent pipeline and ensure the appropriate talent for achieving business results.
Leads individual, team and organizational developmental efforts necessary to achieve goals. These activities will be driven by the business needs and might include individual coaching and development planning; team development interventions; departmental restructuring, counsel and support; culture assessment and action planning etc. at all levels
A Bachelor’s degree required; advanced degree preferred.
Demonstrated success in creating strategic direction/plans and proven ability to drive and sustain business improvement and results; strong business acumen required.
Experience in coaching/consulting senior leaders within the organization.
Proven success setting direction, developing others and consulting with managers in matters of significance.
Proven leadership and strong influencing skills with the ability to develop and communicate a vision and engage people in that vision.
A change agent who thrives on driving proactive, client-focused initiatives
Minimum of 15 years of progressively increasing HR experience or 10 years of HR business partner experience with significant organizational development & change management. Advanced degree in HR may be substituted for years of experience when appropriate.
Solid, working knowledge of HR policies, procedures, and federal legislation related to employment practices and general HR administration
Strong generalist background, specifically including organization development, managing/leading change, performance development, coaching, organizational design, talent assessment, and strategic workforce planning.
Demonstrated business acumen, organization savvy, judgment and decision making
Strong analytic and diagnostic skills
Experience in a non-profit organization is not essential, but a strong plus
Experience working with a geographically dispersed workforce is beneficial
How To Apply:
If you’d like to join our team, please submit your resume and cover letter with salary requirements to JDRF by visiting www.jdrf.org/careers Please do a keyword search for IRC33100 to apply or click URL below
JDRF is the leading global organization focused on type 1 diabetes (T1D) research. JDRF’s goal is to progressively remove the impact of T1D from people’s lives until we achieve a world without T1D. JDRF collaborates with a wide spectrum of partners and is the only organization with the scientific resources, policy influence and a working plan to bring life-changing therapies from the lab to the co...mmunity. As the largest charitable supporter of T1D research, JDRF has invested nearly $2B in research over the past 45 years and is sponsoring scientific research in 17 countries worldwide. For more information, please visit www.jdrf.org