Director, People Partnering - Houston, United States - Empower Pharmacy

Empower Pharmacy

Verified Company

Houston, United States

3 weeks ago

Posted by:

Mark Lane

beBee recruiter

Description

Position Summary:

Reporting to the Chief People Officer, the Director of People Partnering will lead the evolution of Empower Pharmacy's People Partnering function and team.

The Director of People Partnering will be responsible for building and leading a team who serve as experts and strategic consultants to executive leaders and their teams on all strategic people matters, including people strategy, organizational effectiveness, leader effectiveness, change management, organizational design and development, and strategic workforce planning.

The Director of People Partnering will function as a trusted business partner and advisor to our executive and senior leadership teams to develop and execute a talent management strategy that delivers on our business objectives.

The Director of People Partnering is responsible for developing strong relationships with their assigned client groups and delivering integrated and inclusive people and HR thought leadership and advise, guidance, and counsel in areas such as culture, strategy development, organizational design, talent management, organization & employee effectiveness, change & transition management, and functional HR integration.

Duties and Responsibilities:

Establish and maintain an intimate understanding of your clients' organizations and the business, in the interest of building effective and productive working relationships with internal partners, clients, at all levels of the organization.
Collaborates with leadership to understand business strategy and goals related to productivity, performance, and retention.
Plan and lead organizational design projects to streamline and implement new structures, roles and/or processes that create speed, efficiency, and support rapidly shifting business demands.
Proactively assess business and organizational performance to recommend and drive action through a consultative, "influence without authority" approach.
Coach business leaders on HR policies and processes including talent planning, learning and development, and performance management to promote engagement and a culture of continuous improvement growth and development.
Provide individualized executive coaching as needed to help create high performing teams at the leadership level.
Create and implement appropriate change management plans as required by the business.
Assess organizational performance systematically, defining talent gaps and proposing HR solutions that support client strategic objectives.
Plan and facilitate working sessions to develop business strategies that help support organizational focus, efficiency, speed, and business results.
Influence and shape organizational business plans, vision, mission, and priorities based on a thorough understanding of the organization and HR/people capabilities and solutions.
Lead the business through the planning and execution of the talent and people elements of the organizations longrange strategy, objectives, and business plan.
Drive the execution of the longterm talent strategy and plan within client groups and ensure realization.
Function as a conduit to business for people challenges related to talent planning, productivity, performance optimization, and organizational design.
Build and sustain trusted business partner relationships with the senior executive leadership team, HR, and other functions.
Ensure leaders fully understand and are prepared to support enterprise business strategy and talent plans.
Cultivate and drive lifecycle approach to talent management focused on forecasting, staffing, onboarding, development, performance management, career/succession planning, talent movement and retention, using rigorous workforce analytics and insights.
Use understanding of individual and organizational dynamics to facilitate talent movement into and throughout the organization.
Initiates, supports, and facilitates activities to enhance change management and organizational effectiveness.
Function as a change agent and strategic advisor to collaborate with leaders and plan the roll out of talent and HR programs.
Lead change initiatives across the business and throughout the organization.
Partner with the VP of Talent Acquisition, VP of Talent Management, and VP of People Operations and Experience to solve challenges and develop relevant solutions, programs, polices, for the organization in alignment with the enterprise strategy.
Maintain feedback loop between the business and HR to improve existing services, programs, tools, processes, and policies.
Assess employee training and development needs based on business strategy to close gaps between current and future skills and abilities.
Conduct strategic workforce planning activities identifies segmented roles and jobs needed 35 years in the future, decide on strategies to fill segmented roles (i.e. build, buy, borrow, bind, etc.), and support business leadership in achieving the plan.
Lead and develop