1. Strategic People Partner
• Collaborate with senior leadership to define and execute People Strategy aligned with business priorities.
• Lead Workforce Planning including talent needs, future capabilities, organizational design and productivity.
• Provide strategic advisory on leadership, organizational health, succession, high-risk talent issues and people implications of major business decisions.
• Translate business strategy into clear People priorities and ensure effective implementation across assigned Divisions.
2. Talent & Hiring Owner
• Develop recruitment plans to meet the unit's needs for people and human resources for the finance year
•Lead the end-to-end recruitment process for positions at career levels from SM/SE and below within the unit
§Experienced in leading a Talent acquisition function that is highly proactive, solution focused, adopts the latest and creative ways to recruit in a collaborative manner
•Serve as final co-decisioner for critical, leadership and high-impact roles.
•Build and maintain pipeline of future and critical talent; lead Division-level succession planning and Talent Review inputs.
•Partner with senior leaders to anticipate talent risks and craft mitigation strategies.
•Deep understanding of latest technology recruitment tools, effective hiring processes, metrics and how to deliver successful outcomes in a fast paced, change driven environment.
3. Employee Success & Experience
• Own the Employee Experience lifecycle: onboarding, performance, development, retention and exit insights.
• Partner closely with Division Heads to uplift managerial capability and leadership behaviors.
• Track organizational health indicators and drive action plans to improve morale, inclusion, engagement and productivity.
• Oversee complex employee relations issues and ensure fair, consistent and compliant resolution.