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Director of People and Culture

Advanced Group

This is a Full-time position in Chicago, IL posted February 28, 2021.

The Director of People and Culture will be a passionate advisor and key business partner to Advanced Group’s senior leadership team, focused on fostering a thriving culture, engaged and high performing teams, and a more productive, agile, and profitable business. This role actively collaborates with all levels of the organization to inform, reinforce, and put into practice the behaviors that support our culture and, ultimately, enhance productivity and the achievement of our strategy.

 

The Director of People and Culture will oversee the strategy and delivery of an exceptional employee experience; one that develops and retains the best talent and creates a culture of inclusivity and transformation. This includes cultivating and implementing strategies related to talent management, talent pipeline and succession planning, manager/leader development, team effectiveness, and overall employee engagement. The Director will manage HR Business Partner resource(s), leading in adapting and executing department-level Business Partner support relevant to the specific needs of each team.

 

This position reports to the EVP of Human Resources and will collaborate closely with HR peers to solve complex organizational challenges through people-related solutions, and to implement global best practices and programs that support the growth of our business. This role will require a comfortability in challenging convention, as well as a hands-on, strategic approach to business partnership.

People Strategy and Transformation:

  • In partnership with the business unit President and senior leadership team, clearly define and execute talent strategies, programs and policies to achieve short and long-term business objectives
  • Partner with leadership on workforce planning efforts to create an organizational structure that facilitates coordinated work across the company and internal mobility. Develop recruitment, hiring, and pipelining strategies and programs to meet the organization’s current and future needs, that leverage a high-quality diverse talent pool within and outside the organization for all levels
  • Drive results aligned to business priorities through effective management and enhancement of our people programs and practices, including performance management, rewards and recognition, engagement, diversity & inclusion, onboarding/offboarding, and retention. Partner with People & Culture team, including other HR Business Partners, to collaborate on program roll-out of initiatives across the organization
  • Analyze and leverage employee data, including turnover, employee engagement and exit interviews, to drive action plans to foster an environment that leverages diversity and builds in best practices for collaboration and inclusion

Team Leadership and Leadership Coaching:

  • Act as a trusted advisor, consultant, and confidant to the business unit President and senior leadership team, proactively offering advice, counsel and thought partnership related to HR challenges within individual functions
  • Advise and coach senior leaders and people managers as they build and develop their teams, coaching them through change management, performance management, compensation, engagement, and employee relations issues
  • Continuously evaluate and strive to improve the efficiency and effectiveness of the extended leadership team, sharing compelling research on the future of leadership, culture, talent development and diversity, equality, and inclusion and on how senior executives should prepare for the journey
  • Create a vision and a roadmap of how effective leaders can promote transformational organizational changes and address continuous cultural change

People Relations and Development:

  • Provide proactive leadership, direction, and professional expertise in all areas of human resources management as a business partner within the organization. Deliver strategy to business unit employee population (including W2 temporary consultants and 1099), managing HRBP resource(s) and ensuring effective execution of deliverables
  • Lead and provide oversight on employment and workplace investigations with the highest level of professionalism, integrity and confidentiality. Prioritize prompt and thorough investigations, conducted objectively and free from bias
  • Own the employee experience and serve as an advocate for all team members, including the collecting, analyzing, and sharing metrics to keep the “pulse” of the current culture and team member satisfaction. Own initiatives to continually improve culture and satisfaction metrics
  • Participate in the development, implementation and effective communication of HR policies and procedures. Maintain responsibility for compliance with federal, state, and local legislation pertaining to all personnel matters, policies, and procedures
  • In partnership with the Learning and Development team, implement onboarding and ongoing learning programs that support the organization’s culture and business initiatives
  • Continue to build and evolve Advanced Group’s talent development processes including organizational core competencies, goal setting, performance metrics, 360-degree feedback, coaching, and performance evaluations
  • Partner with leadership to identify the capabilities needed to support the strategic intent of the business; improve the annual performance management process to identify, assess and develop successors and high-potential performers; strengthen the process for evaluating the skills, performance and potential of talent in all areas
  • Bachelor’s degree or equivalent experience
  • Certification in HR (PHR/SPHR and/or SHRM-CP/SHRM-SCP) preferred
  • Minimum of 10 years Human Resources experience, with a minimum of 7 years’ experience as a strategic HR Business Partner in a global, fast-paced, high rate-of-change environment
  • Experience and/or understanding of professional services industry
  • Strong knowledge of federal, state, and local HR related laws and regulations. Established knowledge of ADA/ADAAA, FMLA and all relevant DOL employer requirements
  • Proven experience in handling complex employee relations issues; can quickly investigate and uncover, and adeptly address root cause issues with manager and employees
  • Results-driven, agile change agent with demonstrated ability to manage execution of large-scale projects or programs
  • Strong leadership presence with the proven ability to influence and drive change with senior leaders in a scaling organization, aligning the people strategy with business goals and growth
  • Unquestionable personal integrity, fairness and credibility. Able to manage confidential information and act with discretion.
  • Listens well and empathizes with others
  • Ability to deal with conflict and have difficult conversations
  • Ability to communicate with conviction, clearly and effectively
  • Project Management skills, multitask and easily prioritizes

At Advanced Group, our commitment to diversity and inclusion in every part of our organization is crucial to fulfilling our mission and demonstrating our REAL values.  A diverse staff allows us to effectively draw on different perspectives and enhance our efficiency and effectiveness. Diversity thereby strengthens the legitimacy and relevance of Advanced Group in delivering services to our clients. We seek talented, creative individuals from a variety of backgrounds and cultures to work with us. It is our priority that our workplace be inclusive, welcoming of diverse ideas and appreciative of valuable experience.

 

It is Advanced Group’s practice not to discriminate against any employee or applicant because of sex, race, color, age, national origin, religion, gender identity or expression, sexual orientation or sexual preference, pregnancy or maternity, genetic information, marital status, disability, veteran status, or any other basis protected by applicable federal, state or local law.

This practice applies to all terms and conditions of employment including, but not limited to, hiring, training, compensation, benefits, promotions, transfers, layoff, Company-sponsored education, social and recreational programs, and treatment on the job.  If you have a disability or handicap and would like us to accommodate you in any reasonable way, please inform your recruiter so that we can discuss the appropriate alternatives available.

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