Chief People Officer jobs in United States

Duration: April through October

Role Overview: The Director, HR Business Partner is responsible for driving the strategic HR agenda, including people processes, programs, and initiatives at the local site or within designated client groups. This role aligns business strategies to enhance employee and business performance. The Director will collaborate with business leaders to understand challenges and opportunities, developing and delivering value-adding solutions across various HR areas such as talent management, performance management, change management, organization design, capability development, strategic workforce planning, social value/DEI, employee engagement, employee/industrial relations, and total rewards. They will partner with HR Operation Centres and Centres of Expertise (CoE) to leverage expert knowledge and provide relevant feedback.

Additionally, they will work closely with the EMEA Employee Relations team and EMEA HR Business Partner agile team. A key part of the role will be to work through the salary negotiations and experience working with unions is essential.

1. HR Strategy: Develop an operational HR plan and priorities in consultation with the Site Leadership Team or designated business group leaders, aligned with the HR Strategy. Focus on driving effective outcomes that support business objectives.
2. Partner with HR specialists (local and global) to deliver integrated solutions.
3. Drive the organization towards the desired culture.
4. Demonstrate awareness of emerging issues in the marketplace and key business issues.
5. Contribute to organizational growth.
6. Ensure long-term people needs are identified and accommodated within business plans and management decisions.
7. Identify future resource needs based on strategic business imperatives.
8. Establish clear deliverables and measures of success for people programs and initiatives endorsed by the business.
9. Align and deliver on global and local objectives by proactively managing conflicting priorities to achieve successful outcomes.
10. Partner with HR COEs, ER, and HRBP teams to drive successful outcomes that align with global HR strategy and objectives, and associated action plans.
11. Develop plans and provide recommendations to senior leaders for addressing key issues from both a business and HR perspective.

1. Must have experience working with trade unions, particularly for wage negotiations starting in August.
2. Demonstrate a strong balance of operational and strategic capabilities.
3. Work within a matrix structure with no direct reports (HRBPs, ER, TAs).
4. Provide examples of social value policy and governance, supporting the UK social value lead, especially in DEI.
5. Coach the Site Leadership Team (SLT), develop the people plan with the SLT, and manage cyclical processes such as employee survey action planning and performance management calibration.
6. Manufacturing industry experience is desirable.

Hybrid working arrangement: 3 days in the Liverpool office, with an earlier finish on Fridays as employees tend to work longer days from Monday to Thursday.