We are seeking an experienced, dynamic business partner to drive change through the organization. At a high level you will oversee the Business Partners at RMS and set human capital strategies with the businesses. This role will lead the way in activating business, organizational and leadership programs and changes to produce optimum business results. From your strategic guidance with key executive business leaders, RMS will build our people capabilities and achieve our growth plans. The position will also dedicate a portion of his/her time as the senior HRBP for a major global business unit.
Qualifications:
Bachelor’s Degree; Masters or MBA preferred
A minimum of 15 years of progressively more responsible HR roles, resulting in broad functional knowledge across all HR disciplines and deep subject matter expertise in OD and change management.
Proven success in leading the design and implementation of organizational development efforts with a clear connection to business results, such as competency modeling, leadership/executive development programs, high-potential development, culture/values assessment and change efforts, organizational redesign, performance management processes and systems.
Ability to make decisions and push-back effectively to implement programs and drive change.
Direct leadership and management of an entire or significant portion of an HR organization.
Experience dealing effectively with C-level executives with strong consulting and coaching skills.
Professional demeanor with strong communication skills, both written and oral.
Solid leadership and influence skills, with executive presence.
The Successful Candidate Will:
Understand the Business: Can quickly develop an understanding of the company and its customers, as well as the external and industry factors that influence success; can influence organizational and structural changes at the business unit level; makes a significant contribution to business planning and other core processes, as well as engaging leaders on the human capital implications of changes.
Be a Strategic Architect / Organization Designer: Has the ability to develop and articulate a vision of the future in a way that creates energy, excitement and participation; can partner with other leaders in building winning business strategies; understands the nature of organizational dysfunctions and can assess, design and execute and plan to address structural weaknesses.
Be a Talent Manager: Is an effective assessor and developer of individuals, groups and organizations; can teach and advise others to do same; is comfortable doing this both as an individual in an ad-hoc way as well as leading global efforts to deploy related systems and processes.
Look at Problems Creatively: Can apply new thinking and innovation to issues and problems in a way that allows access deep subject matter expertise without being a slave to experience; undertakes benchmarking and other evaluative methods in determining best practices.
Be a Culture and Change Agent: Looks for differences between what is said and what is done and has the courage to point this out and ensures it’s addressed; demonstrates expertise in facilitating change through understanding of change dynamics/models.
Be Action Oriented and Personally Credible: Is proactive – takes responsibility for making things happen; contributes as a valued team member and colleague; keeps commitments; exhibits candor and courage – is not afraid to establish a visible presence and point of view, to engage in spirited and constructive debate and to hold others accountable to their commitments.
Risk Management Solutions
San Francisco, CA
We are seeking an experienced, dynamic business partner to drive change through the organization. At a high level you will oversee the Business Partners at RMS and set human capital strategies with the businesses. This role will lead the way in activating business, organizational and leadership programs and ...
We are seeking an experienced, dynamic business partner to drive change through the organization. At a high level you will oversee the Business Partners at RMS and set human capital strategies with the businesses. This role will lead the way in activating business, organizational and leadership programs and changes to produce optimum business results. From your strategic guidance with key executive business leaders, RMS will build our people capabilities and achieve our growth plans. The position will also dedicate a portion of his/her time as the senior HRBP for a major global business unit.
Qualifications:
Bachelor’s Degree; Masters or MBA preferred
A minimum of 15 years of progressively more responsible HR roles, resulting in broad functional knowledge across all HR disciplines and deep subject matter expertise in OD and change management.
Proven success in leading the design and implementation of organizational development efforts with a clear connection to business results, such as competency modeling, leadership/executive development programs, high-potential development, culture/values assessment and change efforts, organizational redesign, performance management processes and systems.
Ability to make decisions and push-back effectively to implement programs and drive change.
Direct leadership and management of an entire or significant portion of an HR organization.
Experience dealing effectively with C-level executives with strong consulting and coaching skills.
Professional demeanor with strong communication skills, both written and oral.
Solid leadership and influence skills, with executive presence.
The Successful Candidate Will:
Understand the Business: Can quickly develop an understanding of the company and its customers, as well as the external and industry factors that influence success; can influence organizational and structural changes at the business unit level; makes a significant contribution to business planning and other core processes, as well as engaging leaders on the human capital implications of changes.
Be a Strategic Architect / Organization Designer: Has the ability to develop and articulate a vision of the future in a way that creates energy, excitement and participation; can partner with other leaders in building winning business strategies; understands the nature of organizational dysfunctions and can assess, design and execute and plan to address structural weaknesses.
Be a Talent Manager: Is an effective assessor and developer of individuals, groups and organizations; can teach and advise others to do same; is comfortable doing this both as an individual in an ad-hoc way as well as leading global efforts to deploy related systems and processes.
Look at Problems Creatively: Can apply new thinking and innovation to issues and problems in a way that allows access deep subject matter expertise without being a slave to experience; undertakes benchmarking and other evaluative methods in determining best practices.
Be a Culture and Change Agent: Looks for differences between what is said and what is done and has the courage to point this out and ensures it’s addressed; demonstrates expertise in facilitating change through understanding of change dynamics/models.
Be Action Oriented and Personally Credible: Is proactive – takes responsibility for making things happen; contributes as a valued team member and colleague; keeps commitments; exhibits candor and courage – is not afraid to establish a visible presence and point of view, to engage in spirited and constructive debate and to hold others accountable to their commitments.