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VP Human Resources - Troy, MI

Posted on Nov 11, 2018 by Kelly Services

Troy, MI 48007
Recruitment Consultancy
Immediate Start
Annual Salary
Full-Time
The Vice President, Human Resources is responsible for leveraging their expertise to influence outcomes that achieve business results via the creation and execution of a holistic, future focused, people strategy that attracts, develops, motivates and retains talent. A direct report to the SVP and Chief Human Resources (HR) Officer and a key member of the HR Leadership Team, this position has a direct impact on transforming the HR delivery model. This role is responsible for managing a global team of HR Business Partners (HRBP), HR Consultants, and Advisors. The incumbent plays a key role in business strategy for Kelly's senior leadership and all major business units and corporate functions. As the world and work are changing fast, there is a need for HR to help define the future and ensure we are providing innovative solutions to drive our company forward. Kelly's HR team plans to lead the conversation and change management effort to solve these emerging challenges. Responsibilities include, but are not limited to the following: Business Acumen and Strategic Leadership Participates in strategic business and planning meetings to ensure a solid understanding of company direction and key initiatives. Acts as a strategic HR advisor and consultant to Kelly's Senior and Executive Leadership, providing counsel and guidance with a focus on leadership, change management, employee engagement, employee relations, diversity and inclusion, talent management, and employee performance. Manages HRBP participation in the development of each division's strategic business plans and programs as a strategic partner, but particularly from the perspective of the impact on human capital. Translates the strategic and tactical business plans into HR strategic and operational plans in support of business objectives. Stays abreast of current HR trends, innovations, legal and regulatory policies and practices. In partnership with the HR team, evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory actions, as those items affect the attraction, motivation, development and retention of the human capital resources of the organization. Employee Relations Promotes an environment of positive employee relations by respecting confidentiality, establishing trust and credibility, leaders are viewed as approachable and fair, and balancing business needs with employee needs. Provide leadership to ensure consistency in addressing performance management, disciplinary actions and related activities during the employment lifecycle. Serve as the escalation contact in managing employee relations for the organization. Based on a sound understanding of employment law, conducts or oversees investigations when employee complaints or concerns are brought forth, in partnership with internal counsel; provides and/or implements recommendations for resolution; consults with outside counsel as appropriate. Provides consultation and coaching to leadership and employees to manage employee relations issues in a fair, legal and understanding manner that supports the company culture and facilitates a desirable outcome. Manages the application of policies and procedures to ensure the company is operating in a fair and legal manner; interprets employee handbook using these same guidelines. Monitors global incident reporting, identifies trends and remedial actions, assesses risk, recommends proactive mitigation strategies and implements updates as needed, and works with CHRO on Board reporting. Monitors legal developments relating to employee relations and human rights. Provides regular updates to key stakeholders on emerging employee relations topics. Collaboration Capitalize on collective intelligence and experience by building a culture of collaboration, trust and mutual respect with all areas and levels of the organization, routinely seeking feedback and ideas. Actively engages with business and functional leaders to ensure organization effectiveness and optimal organizational design. Partners with and influences leadership to create understanding and alignment between business needs and HR practices/programs. Partners with and influences leadership to create a supportive learning culture that builds employee morale, engagement, and potential while achieving business results. Actively engages and collaborates with the HR Leadership Team to lead functional transformation, determine proactive enterprise-wide strategic priorities, develop strategies and implementation plans and programs that enhance all stages in talent life-cycle and drive positive business results. Talent Strategy Understands the talent needs of the organization and participates in the interview/selection process for key leadership positions to ensure the selection of talent that meets those needs and builds sustainable competitive advantage for Kelly with a focus on succession and development. Follows up with key leadership new hires to determine the success of the hiring, selection and onboarding process; identifies and solves issues as they arise. Makes recommendations for process improvements or additional support as issues or trends are identified. Works with leadership to identify successors to key roles in organization based on Kelly's established succession planning framework and a rigorous understanding of capabilities, experience, motivation and career development needs. Works with leadership and the Total Rewards CoE to determine appropriate reward and recognition programs that support the talent strategy and effectively manage costs for the company; helps manage execution of programs through HR Business Partner support as applicable. Develop and lead the use of structured, systematic, and transparent approaches for assessing and developing individuals and determining how they best fit within their own group and potentially other groups across the organization. Leadership and Influence Supports the organization's mission, strategy and values and models the desired leadership behaviors. Provides leadership to other leaders, teams and cross-functional groups in the areas of HR they are responsible for. Develops and leads a strong, deep and high performing HR Business Partner team that has a strong connection to the business and drives/creates tangible business value. Team members embrace the power of being curious, looking for opportunities to improve processes, programs and practices. Responsible for building a powerful and nimble human resources team, to which business leaders will turn to for guidance and advice. Creates consulting opportunities with our customers to learn how we are adapting/responding to changing technology needs and automation and identify where opportunities for improvements/enhancements exist. Re-energizes, refocuses and motivates teams to perform at a new level. Sets compelling goals and shows tenacity, resilience, and bias for action and execution skills in driving towards these goals. Aligns team around our common HR strategy and creates opportunities for our own HR talent to learn and grow. Establish a team and structure that provides enhanced HR strategic support for EMEA, APAC and Latin America/Canada. Encourages team to maximize the use of technology and analytics to support informed decision making by HR and business and functional leaders. Relationship Focus Develops and maintains positive, professional and objective relationships with employees and management. Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with direct reports. Performs as a highly credible leader who, by reputation, gains the trust and confidence of the business and functional leaders. Education, Qualifications and Experience Bachelor's degree or equivalent experience and education in Business Administration/Management, HR Management or related field required. Masters degree preferred. PHR or SPHR certification preferred. 15+ years as a broad human resources practitioner with experience leading generalist functions, preferably in a matrix environment. Experience in one or more HR CoE functions helpful. Experience working globally in a growth culture; M&A experience preferred. Experience managing diverse activities in multiple locations within a global environment, preferably with a multi-national company. Demonstrated ability to perform successfully as a leader of other leaders, teams and cross-functional groups. Service/solution or human capital industry experience preferred. Extensive knowledge of HR practices and principles; knowledge of global labor market and work trends; strong mastery and understanding of human capital management and employment laws, rules, regulations and ongoing legislation. Demonstrated ability to achieve results in an innovative, fast-paced, performance-oriented business environment. Demonstrated results in developing global HR strategy and driving process improvements in a global workplace. Demonstrated business acumen expertise and critical thinking skills. Strong verbal and written communication skills; influencing skills; ability to effectively represent Kelly as a presenter or participant at internal and external meetings. Must be comfortable effectively communicating at all levels of the organization. Demonstrated success partnering across a global organization at multiple levels and with multiple groups/lines of business. Proven ability to build credibility and drive collaboration. Demonstrated success as a problem-solving, decision-making, results-driven partner to the organization. Strong emotional intelligence, integrity and pride in serving as an HR subject matter expert. Demonstrated ability to exercise confidentiality and neutrality in complex and sensitive situations..... click apply for full job details

Reference: 568554518