Director - HR Business Partner - Media & Technology Firm

Key Responsibilities:

Enhanced Employee Experience and Well-Being:

- Transform employee engagement by designing strategies that focus on meaningful experiences, personalized career paths, and holistic well-being.

- Champion diversity, equity, inclusion, and belonging (DEIB) as a strategic advantage, creating an inclusive environment for all employees.

- Implement innovative retention strategies that address career mobility and changing workforce expectations.

- Strengthen the organization's position as a top employer by fostering a diverse, inclusive, and innovative culture.

Leadership Development and Succession:

- Create a strategic leadership pipeline to identify, develop, and promote high-potential talent into critical leadership roles.

- Establish measurable frameworks to improve leadership effectiveness and facilitate transformational growth.

- Integrate inclusive leadership practices that reflect the organization's values and priorities.

Modern Learning and Development:

- Lead the development of an advanced learning ecosystem that utilizes AI, digital platforms, and innovative methodologies.

- Foster a high-performance culture.

- Cultivate a culture of continuous learning, providing employees with seamless access to skill-building opportunities.

- Drive scalable upskilling and reskilling programs that support business transformation objectives.

Change Management Leadership:

- Provide strategic counsel to executives on workforce transformations and organizational changes.

- Design and implement agile change management frameworks to facilitate the adoption of new processes and systems.

- Ensure cross-functional alignment on talent strategies during periods of change and disruption.

Data-Driven Talent Strategy:

- Establish and monitor key talent metrics to demonstrate the ROI of talent initiatives and their alignment with business goals.

- Utilize advanced workforce analytics to identify trends, inform decision-making, and refine strategies.

- Deliver regular talent insights and forecasts to executive leadership to guide proactive talent decisions.

Collaborative Talent Leadership:

- Partner with the broader Talent team, business, and functional leaders to ensure alignment of talent initiatives with business objectives.

- Lead and mentor a team of HR Business Partners (HRBPs) and Learning & Development (L&D) specialists to effectively execute the talent vision.

Strategic Talent Vision:

- Develop and implement a dynamic talent strategy to enhance business agility, innovation, and competitive edge, in collaboration with department heads.

- Utilize data-driven insights to anticipate and address future workforce trends, aligning talent initiatives with long-term organizational goals.

- Drive pioneering talent initiatives to build a resilient, adaptable, and diverse workforce that meets evolving market demands.

The successful applicant-

- Extensive HR/Talent Leadership: 9-16 years of experience with a focus on business partnering, leadership development, workforce planning, championing high-performance cultures, and change management.

- Advanced Education & Certification: Master's degree in HR, Organizational Development, or related field, plus relevant certifications (SHRM-SCP, SPHR, or Change Management).

- HR Technology Proficiency: Expertise with enterprise-level HRIS platforms (e.g., Workday, SuccessFactors).