Director, HR Strategy

Description Director, HR Strategy Rochester, NY SUMMARY: The role is responsible for understanding, developing, and implementing HR strategies to deliver value-added service to leadership and team members that reflect the business objectives. The position will lead the implementation, governance and application of HR processes, systems, policies, and programs. The role is expected to maintain an effective level of business literacy about the business operational imperatives, culture, and competition. This role will require the full use of HR, financial, business acumen and competencies to utilize data analytics and insights to anticipate human capital needs of the business unit. This role will partner and organize to develop workforce solutions that drive results and goal achievement. Must have the ability to communicate effectively with all levels of the organization and establish partnerships with the HR Centers of Expertise to drive engagement, attraction, and retention activities. The Director may include international human resource responsibilities. The position will have responsibilities across operational and corporate shared services and support prioritization of work in alignment to strategic pillars. RESPONSIBILITIES: Operational Business Leadership: Provide strategic and tactical direction to assigned client group on complex HR and business-related issues that optimize business performance in multiple business areas and corporate shared services environments. Fully understand the business, internal challenges, and external challenges, system strategy and pillar goals to prioritize and develop appropriate and outcome focused HR strategies that support the business. Partner with business leaders and utilizes organizational data (engagement surveys, exit interview, 90-day surveys, turnover reports), and other data sources to proactively identify and respond to talent, engagement, and retention challenges in the business. Monitors and measures outcomes of implemented strategies, and designs opportunities for improvement. Provide strategy advice and guidance to business leaders in the planning and leading of change processes to support business needs such as operational or business unit restructures, workforce planning and succession planning. Utilizes data and insights to analyze and visualize trends and metrics to develop solutions, programs, and policies to drive decision making and proactively solve for trends. Utilizes data and trends to present future strategies for system measurements. Aligned to operational Senior Leadership Team environments. Leadership Support: Advise leadership on performance management and development goals for team members. Coach and work with business leaders to identify gaps and build skills and capabilities of their team to support a culture of engagement. Work closely with leaders and team members to improve team member engagement, build morale, and increase productivity and retention. Provide guidance and interpretation of all HR policies to leader and team members. Provide proactive coaching to leaders to increase organizational effectiveness. Identifies training needs for business units and individual executive coaching needs. Identifies training needs for business units and individual executive coaching needs. Leads and plans change management in business support operations. Center of Excellence Leadership: Partner with the COE's to prioritize long-term strategic goals and short-term business needs to co-create solutions that address identified business unit human resource needs critical to accomplishing goals. Responsible for connecting and leading in partnership with COE leadership, the implementation and execution of system level HR initiatives in the assigned business (engagement surveys, annual performance process, compensation adjustments, HRIS). Assesses talent needs of the business and develops strategies to attract, recruit and develop future leaders, partners with COE's a