Become A Head Of Human Resources

* Provides focused, business-minded HR leadership, emphasizing HR’s measurable contribution to business success by translating business vision and strategy into an executable People agenda.
* Establishes credibility throughout the organization and sets an example as a proactive leader who earns respect by demonstrating a sound understanding of business objectives and goals.
* Exhibits influence and decision-making in the areas of leadership and management, change management and operational transformation, organization development and design, performance management, talent development, work force planning and employee engagement, relations and communications.
* Exhibits strong management and leadership competencies and demonstrated success with cultivating and leading high performing teams.
* Coaches and influences senior leadership to drive cultural change and employee engagement.
* Presents recommendations to address the people component of business issues.
* Identifies potential roadblocks and opportunities and leverages HR Centers of Expertise to provide input and solutions.
* Partners with Center of Expertise and clients to develop plans for implementation and communication of key HR processes including compensation, talent management, performance management, leadership development and workforce planning that add value to internal clients and ultimately the external customer.
* Work with global peers and HR Leaders to drive the business.
* Actively participates in the North America HR Leadership Team to shape HR strategy for the US and wider North America as a member of the HR leadership team

* Strategic Workforce Planning
* Create a talent roadmap which enables the organization to achieve its strategy.
* Support leaders in creating the business strategy and the identification of long term organizational and people capabilities required to execute it
* Translate workforce needs into short-term hiring and development plans; work within HR and the business to ensure execution against the plans and achievement of desired outcomes
* Plan for potential workforce scenarios based on the businesses long range plans; conduct an assessment of workforce gaps, and identify opportunities to proactively build the talent pipeline
* Collaborate with other HRBPs to identify where there are similar or adjacent workforce needs across other functions and divisions where development and/or sourcing can be leveraged
* Participate in hiring process for key roles (initial role design and profile, partnership with Talent Strategy, Talent Acquisition and Total Rewards, influencing diverse candidate slates, serving on interview panel, etc.)
* Leadership & Management Development
* Support leaders in building a strong leadership pipeline across Shire
* Influence and support the business to ensure that proactive leadership development is viewed as a core part of the business processes
* Facilitate processes to identify top talent and ensure that investments that leaders make are in the right people
* Serve as a partner to Senior Leaders on the creation of development plans for key talent and determine what development solutions may be appropriate
* Serve as a champion for new leadership development solutions; articulate relevance to business strategy and objectives
* Collaborate with leaders, other HRBPs, and TM COE to identify development opportunities for key talent across the organization
* Provide feedback to leaders to help them improve their leadership
* Provide feedback on the design and implementation of leadership/management development solutions
* Change Management
* Enable leaders to effectively manage change.
* Anticipate impact on people and organization as a result of potential changes
* Consult with leaders on how to minimize disruption resulting from change
* Advise leaders on leading their teams through organizational change
* Maintain an awareness of changes in client business areas internally (within organization) and externally (within industry/discipline)
* Organizational Effectiveness & Culture
* Getting the best performance out of the organization
* Diagnose opportunities to improve the performance of the organization utilizing tools to measure organization effectiveness (e.g.
* feedback, surveys, employee metrics) as well as informal awareness of pulse of the organization
* Work with the business and within HR to design and implement formal or informal initiatives to improve the performance of the organization
* Ensure actions taken in the organization are aligned to the desired culture
* Partner with leaders in creating a culture and work environment that encourages employee engagement and inspires performance excellence
* Utilize data and predictive analytics to identify organizational effectiveness opportunities and to measure the impact of efforts
* Leads where appropriate business expansions including M&A integrations
* Performance & Rewards
* Ensure robust practices that link performance and reward are embedded.
* Provide business perspective on the COE’s design of new reward / recognition programs and ensures alignment with business strategy
* Recommend tools, programs and approaches to attract, retain and recognize talent and improve performance
* Educate, influence, and advocate reward and recognition philosophy and practice within the business to ensure fairness and consistency and inspire stronger employee and organizational performance
* Work with leaders to ensure successful execution of the year-end compensation process including employee calibration
* Advise leaders in dealing with senior level employee relations issues.
* Partner with ER and the legal team to understand trends in employee performance issues and advise on appropriate remediation