![]() Drives identified strategic direction for the business in support of designated functional HR area by staying abreast of internal and external perspectives, data trends, HR laws and regulations, and best practices partnering with HR and business leadership to evaluate current and future HR and business requirements, to include business cases, to support strategic goals aligning and integrating HR and business strategies within assigned business lines and shared services aligning resources overseeing the execution of strategic action plans and monitoring performance against SLAs and other key performance indicators.Manages designated units by translating business plans into tactical action items communicating goals and objectives ensuring all policies and procedures are followed overseeing the completion of work assignments assuming responsibility for decision making aligning team efforts building accountability for and measuring progress in achieving results incorporating resources, costs, and forecasts into unit plans removing obstacles that impact performance guiding performance and developing contingency plans accordingly partnering with key stakeholders and business leaders to ensure products and/or services meet requirements and expectations while aligning with departmental strategies and influencing units to operate in alignment with business objectives. ![]() Pursues professional growth and provides developmental opportunities for others by soliciting and acting on performance feedback building collaborative, cross-functional relationships hiring, training, and developing talent for growth opportunities delegating tasks and decisions fostering open dialogue amongst departments strategically evaluating talent for succession planning setting performance management guidelines and expectations across units and working closely with employees to set goals and provide open feedback and coaching to drive performance improvement.This includes measuring ROI on proposed and implemented workforce strategies, optimizing short and long-term workforce planning processes using business data and workforce metrics, driving the delivery and analysis of employee workforce surveys, and managing process improvement and root cause analysis efforts to diagnose and predict workforce contributions and develop a strategy on how workforce, service, quality, and productivity problems can be eliminated and resolved. This position is also responsible for delivering data insights and recommendations informing workforce strategy. In addition to the responsibilities listed below, this position is responsible for managing the workforce analytics and planning function and providing leadership and direction to define and build the capabilities of the companys workforce planning program. ![]()
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