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Responsibilities include:
- Collaborating with senior HR leadership in aligning HR programs (e.g., recruiting, development, rewards, etc.) to enable near- and long-range business objectives and performance for client groups
- Extracting and analyzing business data to support strategic and tactical decision making, to assist in long-range business planning, to evaluate effectiveness of different human capital initiatives and to support targeted change management activities
- Identifying data-driven leading practices and methods to further the development of solutions oriented human capital programs
- Designing and developing analyses on the employee population such as demographic profiles, turnover ratios, and recruitment data, in order to facilitate strategic decision making for human capital
- Integrating and advising on human capital planning into client groups’ LRBPs and AOPs
- Partnering with business units to understand business needs and objectives and providing required HR support for policy and program implementation
- Advising business leaders on the preparation of departmental human resource plan and integrating into the strategic planning process
- Advocate and champion the service delivery model within the business and provide feedback/insights to CoE’s and GBS
- Apply a structured change management approach and methodology for the people side of change caused by projects and change efforts
- Engage stakeholders in and providing support for change management processes throughout the organization
- Analyzing business trends and enterprise performance to help identify opportunities for improvement through human capital programs
- Providing human capital subject matter expertise to functional areas and regions
- Establishing and maintaining human capital planning controls/standards, monitoring dashboards and analytical and forecasting frameworks and tools
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