Description

Overview of the Role Join our Employee Success Business Partner team and work with some of the most talented leaders in the industry. At a time when AI is evolving daily, we are innovating in ways that support the betterment of our Customers and our Communities. Our success is directly related to the invention of groundbreaking solutions—culminating in our formula of CRM + AI + Data + Trust. In this role, you will help guide the team making this happen. We are looking for a strategic Sr. Manager who embodies our culture and values, with a track record of building strong partnerships with executive leaders. You will align closely with the lead ESBP and business leaders on People strategy, while working with the wider Employee Success team to advise on engagement, development, organizational design, and change management. You will be a key partner in supporting people initiatives that authentically align with business needs. Strategic Execution & Organizational Management

• Strategic Consulting: Serve as a trusted advisor to senior level leaders, translating high-level business strategy into actionable people plans and HR priorities, aligned with the lead ESBP's direction.
• Workforce Plan Execution: Manage the execution of the strategic workforce plan, which includes analyzing headcount needs, monitoring talent allocation, and facilitating location strategy decisions within the assigned business unit.
• Org Health Management: Utilize Org Health metrics and analytics to diagnose skill gaps, team health issues, and organizational structure challenges, providing data-driven recommendations to the lead HRBP and business leaders.
• Change Management Support: Support and facilitate major change management initiatives (e.g., restructurings, digital transformations) by implementing communications, engagement strategies, and risk mitigation plans defined by the core team.

Talent Lifecycle & Leadership Support

• Talent Program Management: Manage and drive the successful execution of core talent lifecycle processes—including performance reviews, compensation planning, promotions, and succession planning—within the business unit.
• Leadership Coaching: Provide coaching and consultation to managers on employee relations, team development, retention strategies, and effective utilization of HR programs and tools.
• Talent Identification: Partner with Talent Acquisition and Learning & Development teams to identify critical talent needs and ensure integrated delivery of talent programs.

Influence & Partnership

• HR Solutions Orchestration: Act as the primary interface to coordinate and orchestrate the delivery of specialized HR services (e.g., Total Rewards, Employee Success) to the business, ensuring a seamless experience.
• Stakeholder Influence: Influence and manage stakeholder expectations by communicating HR strategy and program objectives effectively.
• Values Integration: Ensure all people practices and leader actions reinforce the company's core values and focus areas.