Area HR Strategic Partner

Human Resource Department employees are builders of capability within the Lord's talent storehouse who hasten the cause of the Master by drawing, enabling, and improving talent and by shaping the Church's work environment. The purpose of this role is to support strategic HR core and/or talent functions in an area. Employees at this level work under minimal supervision, have comprehensive working knowledge, and handle complex issues and problems. This role reports to Area HR Manager with frequent partnership with workforce and area leaders, area HR team, and headquarters COEs.

Accountable to deliver the following Strategic HR talent activities to the dedicated Area:

• Create and foster strategic sourcing relationships (university recruiting, job fairs, etc).
• Assess through needs analysis.
• Lead team effectiveness initiatives.
• Consult regarding employee development tools such as stretch assignments, development assignments, and domestic/global rotations.
• Lead Area talent efforts.
• Develop Talent Development Strategy.
• Develop Area training.

Accountable to deliver the following Strategic HR core activities to the dedicated Area:

• Lead succession planning efforts.
• Lead workforce planning efforts.
• Lead and implement organizational change.
• Consult on and support organizational design efforts.
• Analyze and diagnose the organization.
• Coach senior leaders.
• Design recognition initiatives.
• Lead talent councils.
• Champion culture and engagement practices.
• Interpret and use workforce analytics.
• Implement employee engagement survey action plans.
• Area benefits policy design and development (if applicable).
• Review and develop local adaptations for global policy, guiding principles, or practices (if applicable).

Required:

• Bachelor’s degree and 6 years professional experience or any combination of equivalent education and work experience.
• Deep strategic and HR operational knowledge.
• Familiarity with best practices of HR functions.
• Key skills and core competencies include the ability to:

• Align human capital and leadership priorities to key business objectives.
• Build relationships with Area and HQ leadership.
• Consult with business leaders.
• Think strategically and systematically to solve complex problems.
• Analyze and interpret data.
• Assess and diagnose organizations.
• Assess organizational effectiveness.
• Develop and implement short to long term business strategies.
• Lead and implement organizational change.
• Develop organization culture.
• Communicate effectively in writing and verbally through influence and compromise.