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Director, Human Resources Business Partner

Adt

This is a Full-time position in Boca Raton, FL posted November 29, 2021.

Company Overview:
ADT has been in the business of helping save lives since 1874. As the #1 smart home security provider in the U.S., we help protect and connect families, businesses and larger commercial customer every day. Our continuous innovation, advanced technology and strategic partnerships deliver products and services that help protect life and valuables, whether at home, your business or on the go.

And as times change, so do we. Above all, our mission is clear: we help save lives for a living. Looking for a career where you can make a real impact? Join our team today and put purpose behind your paycheck. 
Position Summary: 
The Business Partner provides strategic HR support to their assigned group/s.

They are responsible for diagnosing business requirements and developing and executing a human capital strategy.

The BP works both strategically and hands-on as needed to deliver results for the business/functional groups.

The BP marshals the resources of the broader HR organization to enable the execution of this strategy, including leveraging the functional expertise and resources of partnered COE members, HR Operations, and engaging the Generalist Services team for regional delivery needs.

The BP also represents the broader, enterprise-wide philosophy and strategy to their function, ensuring appropriate alignment. 
Specifically, The BP Will:

• Serve as a trusted advisor to leadership on business strategy and its people, organizational and capabilities implications for their respective groups

• Is an active participant on the leadership team for the supported group(s).

• Works strategically and in partnership with the business to develop and implement focused workforce strategies ensuring alignment with both business and HR objectives.

• Will marshal the COEs, operations or generalists groups as appropriate to support business needs.

• Provide management information and trend data to the group(s) through COE.

• Identify and address organizational effectiveness challenges.

In collaboration with the COEs diagnose, plan, and manage human capital requirements such as workforce plans, organization effectiveness, talent management, employee engagement, and HR planning as well as collaborating with the HR Generalist Services organization to deliver to the business.

• Ensure the talent review for the business group is a living document and aligned with the talent COE to ensure appropriate focus on high potential talent and succession planning and plans to address potential organizational risk due to retention issues and competency gaps.

• Serve as proactive advocate for business group requirements where the difference could produce competitive advantage.

• Lead organizational change and design for groups supported by working proactively with senior management and HR Business Partners/Generalists to identify operating, process, and workforce requirements and implement appropriate solutions.

Drive corporate change initiatives through to the business.

• Oversee complex human capital issues; analyze analytics to diagnose underlying management or cultural issues and collaborate with COEs to develop remediation plans.

In their day-to-day work, the BP will:

• Actively collaborate and communicate with HR COEs, Operations, Generalists, BPs and other appropriate stakeholders to
– ensure enterprise-wide alignment of strategic initiatives, and
– prioritize and develop solutions to achieve business strategy and promote employee engagement.

• Roll up your sleeves” style is critical.

Takes a hands on approach to providing excellent service to the business.

• Continuously evaluate, measure and modify priorities, programs and plans to ensure alignment with and achievement of business strategy.

• Identify opportunities for process improvement and collaborate with the COEs and in HR Operations and Generalist teams to improve overall HR effectiveness.

• Leverage workforce data and information to inform and guide business-level decision-making.

• Develop and evaluate talent.

• Ensure HR governance.

• Collaborate with Legal, Finance, Communications, EH&S, Opex, and other business functions to ensure connectivity and appropriate touchpoints.

Such as senior level HR team members, the BP has an ownership stake in the success of the HR delivery model and works to ensure its effectiveness.

This includes on-going communication and collaboration with HR COEs, Solutions and other BPs, highlighting issues, suggesting resolutions, and driving a positive impression of HR to the business.

Compensation:

• The pay range for this role is $96,000
– $145,200 annually and is based on experience and qualifications.

Benefits:

• Medical, Dental and vision insurance

• Paid Time Off

• 401(k) plan with company matching contribution

• Supplemental Voluntary Benefits

• Tuition Reimbursement

• Employee Referral Program

• Employee Discount Program
Qualifications – External
Education/Certification:

• Four-year degree in related field required.

Masters or advanced degree preferred
Education/Work Experience Required:

• Bachelors degree with an advanced degree preferred.

• 10+ years of broad-based human resources experience with a minimum of 3 years significant leadership experience.

Core Competencies

• A “roll up your sleeves” style.

• Influencing and collaborating skills.

• Proven talent assessment, development and retention skills.

• Highly collaborative and facilitative approach to effectively work in a matrixed organizational model.

• Change management and leadership skills.

• Visionary leadership and perspective to understand how to best achieve desired organizational results and change across a diverse set of markets and functions.

• understanding of the formal and informal organizational networks and channels to effectively navigate the organization and help management team reach desired business outcomes.

• Strategic mindset.

• Highly developed consultative skills.

• Ability to integrate both enterprise and specific business group requirements and expert knowledge.

Other Competencies

• Drive for results.

Contributes to the achievement of results with a hands on approach.

• Customer Focus: Establishes and maintains effective relationships with clients, gaining their trust and respect.

Obtains and utilizes customer feedback to improve processes.

Manages expectations and communicates effectively, building trust in the process.

• Decision Quality: Makes good decisions based upon a mixture of analysis, wisdom, experience, and judgment; sought out by others for advice and solutions.

• Business Acumen: Understands the priorities, agendas and concerns of clients; leverages external sources to gain business savvy and awareness of emerging trends; possesses general knowledge and understanding of business disciplines like Finance, Law, IT and Communications.

• Organizational Agility: Navigates effectively through complex organizations, finding the right people with whom to consult and solve problems.

Recognizes which stakeholders can influence situations and initiates action to assess and obtain their support; maze-bright.

• Accountability: Involves others in establishing objectives, measures and monitoring.

Clarifies and assigns roles and accountabilities for tasks and key decisions.

Delegates to and empowers direct and indirect staff members.

Follows-up to recognize accomplishments and address deficiencies.

• Conflict Management: effectively confronts and resolves disputes.

Sees conflicts and objections as opportunities to create better solutions.

Reads situations well, recognizing competing interests, misunderstandings and systemic factors.

Doesnt take conflict personally.

• Dealing with Ambiguity: effectively copes with change, risks and uncertainty.

Makes effective, timely decisions without either complete information or guiding precedents.

• Problem Solving: Defines problems systematically, analyzing causes and effects.

Seeks out others as sources of data, ideas and help.

Asks penetrating questions to surface hidden problems and discern fact patterns.

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