Primary Job Function:
Serve as the primary strategic partner to the business, developing HR strategies, needs assessments and resulting HR solutions.
• Responsible for ensuring the effective “delivery” of all HR programs and services. Responsible for HR results in the business, including client satisfaction, HR effectiveness and associated financial results.
• Establishes, builds and maintains strong relationships with key HR partners from all Practice Areas and Service Centers to ensure elements of HR are successfully coordinated to meet business needs; includes relationship management, leadership, HR roles/responsibilities, and service delivery commitments.
• Be the ambassador of the HR organization to represent the services and resources available to the business and help manage the collective reputation of the HR organization as a whole.
• Develop, direct and implement HR strategy to meet organizational needs that have a broad impact on large or multiple segments of the business.
• Ensure the delivery and integration of services across HR Practice and Service Centers to meet the needs of the business.
Core Job Responsibilities:
Responsible for compliance with applicable Corporate and Divisional Policies and procedures.
HR Strategy
• Develop, direct and implement HR strategy to meet organizational needs of large or multiple segments of the business.
• Significant input into developing short and long term business objectives of the LRP.
• Key change management agent for the business.
Delivery Management
• Assess organizational processes, skills and technology mix.
• Design optimal org. structures to ensure the delivery of major initiatives and programs across multiple business units.
• Secure organizational commitment and ensure adequate funding and resources are in place.
• Play a critical role in implementing business unit restructuring, as well as merger and acquisition integration activity.
Relationship Management
• Manage and leverage delivery of HR services across multiple business units to maximize effectiveness and impact, as well as
reduce costs, in order to meet the needs of the business.
• Primarily responsible for managing and advising multiple senior leadership teams of major business segments; responsibility could include multiple sites.
Know the Business
• Significant breadth of knowledge across multiple business units.
• Understand the business drivers and performance measures domestically and globally within the larger Abbott business models.
• Begin to bring external HR views and trends into the business.
Risk Assessment
• Assess and plan for the opportunities and risks inherent in the management and delivery of HR services, especially the coordination of Practice Centers and Service Centers.
• Full understanding of the implications across the Abbott business models as well as associated international responsibilities
Innovation
• Must be able to think creatively across a wide breadth of business segment(s) as well as deep into the respective organizations.
• Identification of trends and new approaches to business process should be both incremental as well as “ahead of the curve”.
• Initiatives and changes to current business processes must have a clear linkage with other organizational efforts being proposed or already ongoing in the respective business
Position Accountability / Scope:
• Responsible for the diagnosis, development and delivery of HR strategies, programs and services that influence and drive the needs of the respective business.
• Latitude (range of function) of decisions and actions are determined by the complexity and impact on the respective business segment. Ensure strategies incorporate and are consistent with divisional/corporate values, sound and ethical business practices, and Abbott HR practices and support the long range business plan.
• Large and/or multiple segments of the business
Candidate must be willing to relocate globally for future opportunities.
Qualifications
Minimum Education:
• Bachelors degree required, MBA or Masters degree preferred, or equivalent.
SPHR Certification preferred.
Minimum Experience / Training Required:
Knowledge of regulations and standards affecting the business preferred.
• Prior supervisory experience preferred. Substantial HR project management and org. development experience required.
• Experience at this level may include both domestic and international applications.
• Demonstrated ability to effectively negotiate with management to achieve both HR and business objectives.
• Understanding of key business and financial drivers and demonstrated strong delivery of HR results.
Abbott
Santa Clara, CA
Primary Job Function:
Serve as the primary strategic partner to the business, developing HR strategies, needs assessments and resulting HR solutions.
• Responsible for ensuring the effective “delivery” of all HR programs and services. Responsible for HR results in the business, including client satisfaction, HR effectiveness and associated financial ...
Primary Job Function:
Serve as the primary strategic partner to the business, developing HR strategies, needs assessments and resulting HR solutions.
• Responsible for ensuring the effective “delivery” of all HR programs and services. Responsible for HR results in the business, including client satisfaction, HR effectiveness and associated financial results.
• Establishes, builds and maintains strong relationships with key HR partners from all Practice Areas and Service Centers to ensure elements of HR are successfully coordinated to meet business needs; includes relationship management, leadership, HR roles/responsibilities, and service delivery commitments.
• Be the ambassador of the HR organization to represent the services and resources available to the business and help manage the collective reputation of the HR organization as a whole.
• Develop, direct and implement HR strategy to meet organizational needs that have a broad impact on large or multiple segments of the business.
• Ensure the delivery and integration of services across HR Practice and Service Centers to meet the needs of the business.
Core Job Responsibilities:
Responsible for compliance with applicable Corporate and Divisional Policies and procedures.
HR Strategy
• Develop, direct and implement HR strategy to meet organizational needs of large or multiple segments of the business.
• Significant input into developing short and long term business objectives of the LRP.
• Key change management agent for the business.
Delivery Management
• Assess organizational processes, skills and technology mix.
• Design optimal org. structures to ensure the delivery of major initiatives and programs across multiple business units.
• Secure organizational commitment and ensure adequate funding and resources are in place.
• Play a critical role in implementing business unit restructuring, as well as merger and acquisition integration activity.
Relationship Management
• Manage and leverage delivery of HR services across multiple business units to maximize effectiveness and impact, as well as
reduce costs, in order to meet the needs of the business.
• Primarily responsible for managing and advising multiple senior leadership teams of major business segments; responsibility could include multiple sites.
Know the Business
• Significant breadth of knowledge across multiple business units.
• Understand the business drivers and performance measures domestically and globally within the larger Abbott business models.
• Begin to bring external HR views and trends into the business.
Risk Assessment
• Assess and plan for the opportunities and risks inherent in the management and delivery of HR services, especially the coordination of Practice Centers and Service Centers.
• Full understanding of the implications across the Abbott business models as well as associated international responsibilities
Innovation
• Must be able to think creatively across a wide breadth of business segment(s) as well as deep into the respective organizations.
• Identification of trends and new approaches to business process should be both incremental as well as “ahead of the curve”.
• Initiatives and changes to current business processes must have a clear linkage with other organizational efforts being proposed or already ongoing in the respective business
Position Accountability / Scope:
• Responsible for the diagnosis, development and delivery of HR strategies, programs and services that influence and drive the needs of the respective business.
• Latitude (range of function) of decisions and actions are determined by the complexity and impact on the respective business segment. Ensure strategies incorporate and are consistent with divisional/corporate values, sound and ethical business practices, and Abbott HR practices and support the long range business plan.
• Large and/or multiple segments of the business
Candidate must be willing to relocate globally for future opportunities.
Qualifications
Minimum Education:
• Bachelors degree required, MBA or Masters degree preferred, or equivalent.
SPHR Certification preferred.
Minimum Experience / Training Required:
Knowledge of regulations and standards affecting the business preferred.
• Prior supervisory experience preferred. Substantial HR project management and org. development experience required.
• Experience at this level may include both domestic and international applications.
• Demonstrated ability to effectively negotiate with management to achieve both HR and business objectives.
• Understanding of key business and financial drivers and demonstrated strong delivery of HR results.