The Director will partner with business/functional leaders at the mid to senior levels to influence the design and execution of the business strategy by providing consultative support and leadership.  The successful candidate will translate the business plan into talent and organizational plans and drive for results by building organizational capability and performance.   The Director will also liaise with HR Centers of Excellence and Service Center to ensure optimal HR collaboration and service levels to clients.  

• Responsible for leading, coaching and developing HR Business Partners in a matrixed organizational structure with direct and indirect reporting relationships in support of overall Human Resources and business strategy.  
• Key member of the HR community working to develop the HR Business Partner role, including staying abreast of current HR trends and best practices. 
• Facilitate positive employee relations strategies to address concerns promptly, and effectively, ensuring alignment with company expectations and fostering a supportive work environment.

 Business Relationships  

• Ability to build relationships with all levels of the organizational structure including entry level to senior level clients. A trusted and credible partner who anticipates needs and proactively recommends solutions.   
• Serves as an active member of the senior leadership team in assigned business/function and able to influence and challenge others at this level.  
• Has a solid understanding of current and future business trends, both internal and external.  
• Serves as an executive coach providing guidance and consultation to leadership.  

 Strategy & Planning  

• Consults with leaders to develop and execute business strategy to build organizational capabilities, behaviors, structures and process.  Provides strategic direction and influences at all levels to drive implementation of the strategy.  
• Translates the business plan into talent and organizational plan (e.g. owns the People Strategy for assigned business including organizational re-design, strategic workforce planning, total rewards solutions, succession planning and talent management, organizational development and employee engagement of workforce).
• Optimizes transformational change efforts by providing consulting support, guidance and a framework for leading and managing change.  
• Responsible for succession planning / pipeline to ensure leadership talent in support the business strategy. 
• Partners with and influences HR Centers of Excellence and HR Service Center to ensure the business is receiving optimal service and value-added programs that are aligned with business strategy.   
• Use outcome-based metrics supplied by HR Service Center to identify trends and influence the business.

 Business Based Outcomes  

• Ensures strong leadership teams in place and plays a key role in recruiting senior level talent.  
• Drives toward strong organizational performance as evidenced by business measures such as productivity, quality and service.   
• Drives toward optimal culture that facilitates employees’ success. This includes Engagement, Diversity & Inclusion.   
• Drives for high performance work environment that makes the organization a great place to work and delivers results.  

• A bachelor’s degree is required. A master’s degree in a related field of study is preferred.
• SHRM, or other HR certifications, are strongly preferred.
• A least 10 years Human Resources experience including 3+ years managing exempt level HR staff.
• Proficiency in MS Office products and HR systems.
• Understanding of state and federal labor laws and regulations.
• The ability to 25-50% travel across the region is required. This is a highly visible role requiring an active presence throughout PSC region and with the regional leadership team.
• Highly developed and effective leadership and strategic influencing skills  
• Ability to work effectively with mid-level to senior members of the organization   
• Business acumen  
• Strategic agility  
• Drive for results  
• Decision quality  
• Managerial courage  
• Organizational savvy  
• Dealing with ambiguity
• Developing direct reports  

Equal Opportunity Employer: Race/Color/Sex/Sexual Orientation/Gender Identity/Religion/National Origin/Disability/Vets