Director and HR Business Partner*

Job Description
ITT, Inc.'s Industrial Process seeks a Director of Human Resources to be the primary, strategic Human Resource business partner to assigned business & functional units. We are an Industrial Manufacturing business both OEM and Aftermarket of highly engineered products. This role provides both HR leadership and hands on support to a heavily matrixed organization of both local and global employees. Additionally, this role provides leadership, guidance, coaching & direction to a team of 3-5 HR professionals.
Responsibilities include planning & implementing HR strategies, directing and delivering enterprise-wide and customized HR services in support of business unit/regional objectives. Proactively consults with clients and recommends HR strategic solutions to improve critical business outcomes, and acting as a change agent.
1. Understands the business, goals, culture and global challenges; systemically diagnoses business and organizational issues; designs and implements solutions that shape culture, build organization capability and enable business results & meaningful culture change.
2. Develops, socializes, and implements core HR processes (Goal setting, Performance Management, Succession Planning, etc.) across his/her area of responsibility in partnership with peer HR Business Partners located in various areas around the globe. Approach must embrace an overall global philosophy for similar feel and effect while maintaining appropriate flexibility for local nuances.
3. Partners with business leaders to implement all people-related initiatives including talent acquisition / recruitment strategies, on-boarding, education, training & development, performance management processes, organizational design & effectiveness, cultural initiatives, and health & wellness.
4. Acts as a trusted advisor of client leaders. Builds the business partner relationship with management and staff. Provides coaching to line leaders and employees to support people management and performance management processes
5. Identify, develop and align leaders that can shift culture and drive business transformation and impact an aligned vision, strategy and execution
6. Supports line leaders in the development and implementation of strategies that enable the organization to thrive through periods of change
7. Serves as a point of escalation for problem solving on challenging and complex employee relations matters. Develops recommendations and provides guidance to clients for resolutions. Analyzes trends and root causes and looks for opportunities to improve work environment and client group satisfaction when appropriate.
8. Identifies talent gaps and development needs of the client groups, its managers, and staff in key positions. Plays a key role in implementing succession planning, workforce planning, career management, performance management and recruiting strategies.
9. Apples in-depth expertise and/or breadth of expertise within talent management to deliver the talent solutions needed to drive business success. This may include but is not limited to Performance Management & Talent planning, Change Management, Employee Engagement, Diversity & Inclusion, Organization development and Organizational Effectiveness
10. Partners with HR Centers of Excellence (e.g., Talent Acquisition, Compensation, Benefits, HRIS and Learning & Development) to address related issues and problems and to ensure client groups receive the necessary services, support and communications from these centralized HR functions.
11. Accesses HR data from CoE and other sources to support the analytics to guide decision making and measurement of results.
12. Partners with Centers of Expertise to:
a. Implement talent, performance management and learning & development solutions
b. Ensure the alignment of compensation, rewards and benefits strategies to functional goals
c. Define the future workforce requirements for the function and provide input to the talent strategy for the function or VC
d. Provide leadership related to diversity & inclusion
e. Execute strategic recruitment processes
f. Support the Vice President, Senior Business Partner in identifying, developing and engaging critical talent
g. Drive engagement and culture related strategies
Skills and Experience
Education & Experience:
? Minimum of 10 years of progressive experience in Human Resources Business Partner or OD roles 5 years in an HR Business Partner or HR generalist role
? Minimum of 5 years of people management experience required. ? Bachelor Degree required, Masters in related area preferred.
? Multi -Functional experience; Experience supporting at least 3 functional groups and working across multiple employee populations required; Global experience or multi-value center experience preferred.
Experience supporting Sales, Manufacturing, Engineering and/or R&D functions is a plus Previous experience facilitating strategies impacting union and nonunion workforces is a plus ? Requires broad management and leadership knowledge within function with an ability to lead project teams as needed
? Experience leading significant HR projects/initiatives with demonstrated project management skills
? Ability to develop solutions that have an impact on multiple sites, geographies or customers
? Makes day to day operational decisions and contributes to the development of functional/business goals and planning
? Ability to interact and influence at all levels of the organization including at senior levels
? Successfully develops/implements HR strategies linked to the VC/Functional business agenda
? Track record of leading HR activities associated with mergers, acquisitions, divestitures
? Experience investigating, and resolving complex employee relations matters
? Facilitates functional recruitment strategies and supports recruitment for senior level roles as needed
? Provides broad, business centered HR support of all functional groups assigned
? Knowledge of complex business models and/or technology exposure and aptitude
? Global perspective and experience

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