Senior director human resources job description
Updated March 14, 2024
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Example senior director human resources requirements on a job description
Senior director human resources requirements can be divided into technical requirements and required soft skills. The lists below show the most common requirements included in senior director human resources job postings.
Sample senior director human resources requirements
- Bachelor's degree in Human Resources Management
- Minimum 10 years of experience in Human Resources
- Strong understanding of HR policies and compliance
- Demonstrated success in leading organizational initiatives
- Proficiency in Human Resources Information Systems
Sample required senior director human resources soft skills
- Excellent leadership and communication skills
- Conflict resolution and decision-making abilities
- Strategic planning and problem-solving skills
- Ability to build and maintain relationships
- Strong organizational and time management skills
Senior director human resources job description example 1
Millennium Physician Group senior director human resources job description
* Responsible for the Talent Management processes around the employee life cycle; Performance Management, Succession Planning, Learning & Development, Metrics and Reporting. Act as a point person and strategic counsel to key executives in connection with Talent Management & Talent Business strategy.
* Work closely with and build relationships with internal and external parties to ensure a strong Talent Management strategy
* Ensure best practices in Talent Management and operational excellence
* Design, develop and implement innovative and high impact Talent Management program and processes to improve the bench strength of leadership talent
* Assess outcomes of Area/Functions Talent Management processes
* Own and implement Talent Management processes that enable employees and leaders to understand and use these to manage their careers and their team's careers as appropriate
* Evaluates processes, identifies and recommends opportunities for efficiencies, and executes recommendations
* Facilitate, integrate and coordinate Talent Management initiatives, including project planning, resourcing, timing, L&D and communications
* Work to align initiatives with the Talent Acquisition strategy
* Collaborates with management team to identify and deploy targeted training needs
* Responsible for driving the Talent Management initiatives including talent review and development, succession management, performance management framework, mentoring, internal mobility & training
* Partner with Talent Acquisition in developing and maintaining relationships with target schools (for both technical and university hiring) through careers services, student leaders, professors, and key faculty defined diversity and student organizations
* Design and execute career development programs in collaboration with management to ensure technical and leadership competency development close competency gaps to enhance readiness for targeted roles
* Provide engagement leadership to ensure the profitable and quality delivery of all engagements assigned
* Uses basic statistical analysis and tools to determine statistical differences, variances and relationships in data
* Project manage the implementation of a new learning management system, evaluate existing learning content in alignment with company strategy and perform ongoing reviews of the learning we offer our associates in support of creating a higher-performing organization
* Strong communication, listening and people skills are essential
* Customer service" orientation with ability to escalate issues when appropriate and interact with Senior leadership
* Attention to detail
* Responsibly manage program budgets and costs
* Solid written and verbal communication skills including public speaking
* Strong work ethic, integrity and confidentiality - a must
* Work closely with and build relationships with internal and external parties to ensure a strong Talent Management strategy
* Ensure best practices in Talent Management and operational excellence
* Design, develop and implement innovative and high impact Talent Management program and processes to improve the bench strength of leadership talent
* Assess outcomes of Area/Functions Talent Management processes
* Own and implement Talent Management processes that enable employees and leaders to understand and use these to manage their careers and their team's careers as appropriate
* Evaluates processes, identifies and recommends opportunities for efficiencies, and executes recommendations
* Facilitate, integrate and coordinate Talent Management initiatives, including project planning, resourcing, timing, L&D and communications
* Work to align initiatives with the Talent Acquisition strategy
* Collaborates with management team to identify and deploy targeted training needs
* Responsible for driving the Talent Management initiatives including talent review and development, succession management, performance management framework, mentoring, internal mobility & training
* Partner with Talent Acquisition in developing and maintaining relationships with target schools (for both technical and university hiring) through careers services, student leaders, professors, and key faculty defined diversity and student organizations
* Design and execute career development programs in collaboration with management to ensure technical and leadership competency development close competency gaps to enhance readiness for targeted roles
* Provide engagement leadership to ensure the profitable and quality delivery of all engagements assigned
* Uses basic statistical analysis and tools to determine statistical differences, variances and relationships in data
* Project manage the implementation of a new learning management system, evaluate existing learning content in alignment with company strategy and perform ongoing reviews of the learning we offer our associates in support of creating a higher-performing organization
* Strong communication, listening and people skills are essential
* Customer service" orientation with ability to escalate issues when appropriate and interact with Senior leadership
* Attention to detail
* Responsibly manage program budgets and costs
* Solid written and verbal communication skills including public speaking
* Strong work ethic, integrity and confidentiality - a must
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Senior director human resources job description example 2
UT Health San Antonio senior director human resources job description
The Senior Director of Human Resources, Strategic Services and Workforce Strategies, will lead the school and departmental client facing support areas to align the HR service delivery with the strategic imperatives. In partnership with other HR leaders who oversee the Centers of Expertise as well as HR Operations, this role will collaborate and lead the team who delivers service that integrates both strategic services inclusive of talent acquisition and day-to-day support in alignment with institutional needs.
* Provides thought leadership, coaching, and influence on issues related to organization structure and function, team culture and values to attract, retain, and motivate a dynamic and healthy leadership team (e.g. diversity, leading change, promoting development, and work life balance).
* Drives the people strategy, organizational design, leadership development, and process of change and transformation that will build stronger organizational capability.
* Influences the design, development, prioritization, and integration of value-added HR initiatives as it relates to the culture of UT Health San Antonio.
* Leads talent practices to enable strategic workforce planning, sourcing strategies and succession management based on future state needs.
* Acts as a strategic partner to leaders to ensure functional alignment with the business go to market strategies and strategic initiatives. Leads the Strategic HR Partner team.
* Works with stakeholders on labor strategy development and workforce planning, including position control/review; aligning with budget and resource processes.
* Analyzes employee data (turnover, employee satisfaction, exit interviews) to enhance and improve HR programs and initiatives with the ability to articulate the overall themes and recommend guidance.
* Engages in high-profile, highly sensitive and/or complex employee relations matters. Provides insight to leadership regarding trends and issues.
* Builds compelling presentations leveraging workforce analytics to focus leaders on relevant business issues and assessing potential solutions.
* Translates near and long-term operating goals into HR processes, projects, and assignments and integrates and initiates the work with key stakeholders and functional partners to ensure appropriate solutions are delivered to support business strategies.
Education:
* Bachelors degree in Human Resources, Business Administration or related field is required.
* MBA or Masters in a related field is highly preferred.
Experience:
* Ten (10) years of experience in Human Resources.
* Five (5) years of senior management experience is required.
* Ability to effectively envision, develop and implement new strategies to address competitive, complex business issues and influence leaders in a highly matrix environment.
* Ability to think strategically, partner with business units, maintain appropriate levels of confidentiality and articulate how HR can positively impact organizational effectiveness.
* Experience successfully building teams, managing staff, and achieving work plan goals, priorities and deadlines.
Additional Information
* Provides thought leadership, coaching, and influence on issues related to organization structure and function, team culture and values to attract, retain, and motivate a dynamic and healthy leadership team (e.g. diversity, leading change, promoting development, and work life balance).
* Drives the people strategy, organizational design, leadership development, and process of change and transformation that will build stronger organizational capability.
* Influences the design, development, prioritization, and integration of value-added HR initiatives as it relates to the culture of UT Health San Antonio.
* Leads talent practices to enable strategic workforce planning, sourcing strategies and succession management based on future state needs.
* Acts as a strategic partner to leaders to ensure functional alignment with the business go to market strategies and strategic initiatives. Leads the Strategic HR Partner team.
* Works with stakeholders on labor strategy development and workforce planning, including position control/review; aligning with budget and resource processes.
* Analyzes employee data (turnover, employee satisfaction, exit interviews) to enhance and improve HR programs and initiatives with the ability to articulate the overall themes and recommend guidance.
* Engages in high-profile, highly sensitive and/or complex employee relations matters. Provides insight to leadership regarding trends and issues.
* Builds compelling presentations leveraging workforce analytics to focus leaders on relevant business issues and assessing potential solutions.
* Translates near and long-term operating goals into HR processes, projects, and assignments and integrates and initiates the work with key stakeholders and functional partners to ensure appropriate solutions are delivered to support business strategies.
Education:
* Bachelors degree in Human Resources, Business Administration or related field is required.
* MBA or Masters in a related field is highly preferred.
Experience:
* Ten (10) years of experience in Human Resources.
* Five (5) years of senior management experience is required.
* Ability to effectively envision, develop and implement new strategies to address competitive, complex business issues and influence leaders in a highly matrix environment.
* Ability to think strategically, partner with business units, maintain appropriate levels of confidentiality and articulate how HR can positively impact organizational effectiveness.
* Experience successfully building teams, managing staff, and achieving work plan goals, priorities and deadlines.
Additional Information
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Senior director human resources job description example 3
Michael Page senior director human resources job description
* This role will be 60% tactical and 40% initiatives and culture
* Define and set sourcing and retention strategies to meet human capital needs and maximize potential
* Evaluate and manage employee performance accountability systems
* Determining the budget for both the HR department and Training programs for employees
* Establish and implement HR efforts that effectively align the workforce with the organization's vision, mission and strategic plan/vision
* Partner with outside attorneys, general counsel, CFO, etc., as necessary, in order for there to be adequate systems and processes in place to ensure compliance within local, state, and federal laws.
* Create system-wide human resource, performance management, employee development and related "tool kit" resources for synagogues
MPI does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, marital status, or based on an individual's status in any group or class protected by applicable federal, state or local law. MPI encourages applications from minorities, women, the disabled, protected veterans and all other qualified applicants.
* 10+ Years of experience in HR within non-profit, corporate, or consulting
* 5+ Years of experience in HR leadership capacity
* Bachelor's degree from an accredited college or university in human resources, personnel or business administration or related field is the minimum educational requirement
* Master's degree in human resources, organizational development, or related field preferred
* Certification as a Senior Professional in Human Resources (SPHR) highly desirable
* Active participation in HR professional organization desired
This North American Jewish nonprofit organization based on the UWS focuses on continent-wide teen programs including local synagogue affiliates, regional programs, summer travel programs in Israel and North America, and a gap year program in Israel. Servicing a network of over 500 congregations, this organization is working to consistently expand its programs to serve additional populations not affiliated with a congregation.
* Vision, Dental, and Health insurance
* 403B pension plan
* 20 vacation days, 15 sick days, Federal and Jewish holidays off
* Office closes early on Friday for Shabbat
* Define and set sourcing and retention strategies to meet human capital needs and maximize potential
* Evaluate and manage employee performance accountability systems
* Determining the budget for both the HR department and Training programs for employees
* Establish and implement HR efforts that effectively align the workforce with the organization's vision, mission and strategic plan/vision
* Partner with outside attorneys, general counsel, CFO, etc., as necessary, in order for there to be adequate systems and processes in place to ensure compliance within local, state, and federal laws.
* Create system-wide human resource, performance management, employee development and related "tool kit" resources for synagogues
MPI does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, marital status, or based on an individual's status in any group or class protected by applicable federal, state or local law. MPI encourages applications from minorities, women, the disabled, protected veterans and all other qualified applicants.
* 10+ Years of experience in HR within non-profit, corporate, or consulting
* 5+ Years of experience in HR leadership capacity
* Bachelor's degree from an accredited college or university in human resources, personnel or business administration or related field is the minimum educational requirement
* Master's degree in human resources, organizational development, or related field preferred
* Certification as a Senior Professional in Human Resources (SPHR) highly desirable
* Active participation in HR professional organization desired
This North American Jewish nonprofit organization based on the UWS focuses on continent-wide teen programs including local synagogue affiliates, regional programs, summer travel programs in Israel and North America, and a gap year program in Israel. Servicing a network of over 500 congregations, this organization is working to consistently expand its programs to serve additional populations not affiliated with a congregation.
* Vision, Dental, and Health insurance
* 403B pension plan
* 20 vacation days, 15 sick days, Federal and Jewish holidays off
* Office closes early on Friday for Shabbat
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Updated March 14, 2024
Updated March 14, 2024