Global Talent Senior Director
Location: Reston, VA (Hybrid)
As a member of the Senior Leadership Team (SLT), the Senior Director, Global Talent works with the Senior Leadership Team to formulate and drive the HR strategy. This person leads the Human Resources department in delivering highly effective global talent management which includes talent acquisition and retention, organizational development, policies, and programs covering employment, compensation, benefits, performance management, employee relations, staff development and training, employee recognition, and compliance with all applicable U.S and international federal, state, and local laws.
The person in this role must be a flexible, creative, and results-driven thinker, be an excellent problem solver, and possess strong interpersonal and communication skills. In addition, the Senior Director, Global Talent must demonstrate a high level of judgment, maturity, discretion, tact, and diplomacy in carrying out their responsibilities.
Use a business partner approach with the SLT and other key stakeholders to formulate and implement effective, value-added enterprise-wide and function-specific human resource strategies, ensuring alignment with business strategies as they evolve over time. HR strategy areas include talent, performance and total rewards philosophy, lifecycle and plan development and implementation, workforce analysis and planning, training and development, global human resource information system (HRIS) utilization and evolution, and corporate branding and communications to diverse talent pools.
Provide leadership and consulting support to company supervisors and senior management staff on matters of goal setting (objectives), performance management and workforce planning. As a trusted resource, establish credibility throughout the organization as an effective listener and problem solver of people issues.
Oversee the HR function’s US, Asia, and UK operations with a goal to innovate, streamline, engage and provide value to internal customers. Sustain a culture of high-performing talent and ensure alignment with organizational and functional business strategies. Lead, recruit, train, supervise, and develop HR department staff to be a cohesive, effective team serving the staff as effective business partners. Establish and implement short- and long-range human resources goals, objectives, policies, and operating procedures seeking to continuously improve client service and value.
Manage, develop, maintain, and enforce applicable US and regional employee policies and procedures (including personnel manuals) to comply with legal and regulatory policies/ guidelines, considering employee relations, sexual harassment, employee complaints, and employee equity matters. Maintain current knowledge and understanding of regulations and new developments in applicable laws regarding human resources.
Implement programs that enhance and sustain employee engagement and enablement.
In partnership with the finance department, oversee the development and administration of the company’s benefit program.
Create strategy and implement relevant staff training and development programs and policies that support the attainment of the organization’s business strategies through employee skill development, productivity, and morale enhancement.
Plan and collaborate with marketing and communications on internal staff communication plans (e.g., staff retreat, quarterly staff meetings, policy implementations, etc.).
Lead assessment, development, and management of a global HRIS that improves the overall operation and effectiveness of the organization and provides critical data and information to enable analysis, decision-making, and forward-planning regarding human capital management.
As a member of the SLT, attend regular meetings and retreats, prepare presentations, and provide information and insights to ensure consideration of how business strategies, policies and practices may impact the organization’s people and workforce plans.
Any other related responsibilities and duties as assigned by the CEO.
Master’s degree in human resources management, Business, or related field; Or equivalent combination of education, skills, and experience.
Human Resources professional certification (SPHR and/or SHRM-SCP).
10 years of progressive business and human resources experience, including supervisory experience leading and developing a HR team as well as experience managing annual budgets for the Human Resources function.
Knowledge of federal, state, and local employment, wage and salary laws and regulations. Experience utilizing a global network of advisors, as needed, regarding international laws and regulations.
Demonstrated skills in leadership across all Human Resources functions, especially strategy development and implementation and evaluation of program/system effectiveness.
Commitment to foster an agile, collaborative HR business partner approach throughout the HR function, ensure alignment of HR strategy with business goals, creatively manage risk while meeting business objectives and place a high premium on internal client service and satisfaction.
Able to work effectively as a department head as well as partner on key initiatives with the senior management team, demonstrate strategic, operational planning and execution skills and integrate HR, business, and practical analyses.
Experience enhancing, developing, implementing, and enforcing policies and procedures of the organization. Command of systems to continuously improve client service and improve the overall operation and effectiveness of the corporation.
Consistent display of essential leadership traits, including empathy and openness, excellent stakeholder management skills, and an ability to collaborate and work well with others.
Excellent interpersonal communication and presentation skills, with an ability to assist in developing and conveying important narratives across all levels of the organization, as well as top notch organization, planning and delegation skills.
Ability to handle ambiguity well and be adaptable and flexible as business needs evolve.
Ability to handle highly sensitive information with tact, diplomacy, and complete confidentiality.
Proficiency using Microsoft Office Suite (Excel, Outlook, PowerPoint, Word) and Video Conference Systems (Zoom, WebEx, Google Meet).
Ability to travel globally, when required (approx. up to 10% of the time to regional offices).