Primary Objective:
The Director, People Business Partnering is aligned with the APAC Revenue and Marketing organizations and will act as a key thought leader and advisor to the business leadership team and will be able to challenge and lead change at every level of the organization to drive the right business outcomes. This role will develop and own a comprehensive, forward-looking People strategy to drive decisions and key impact on talent, organizational capability and leadership. This role focuses on the most pressing talent opportunities across the business and has clear accountability to P&L outcomes for their portfolio. This role will actively influence and support the global People priorities and will partner closely with People Centers of Excellence (COE) to further the transformation of the People function and advance our commitment to enabling our leadership culture and strong employee engagement.
Job Environment:
The primary interfaces for this role are the business leaders of APAC Revenue and Marketing organizations, their leadership team, the People organization and broader ResMed management team. This role also requires significant communication and collaboration with a range of internal stakeholders, outside partners and consultants.
Responsibilities and Accountabilities:
· Leverage a deep understanding of the business strategy to provide expert insight and leadership into organizational effectiveness and workforce planning and talent development
· Provide forward-looking, strategic People solutions and advice to senior business leaders
· Partner with senior business leaders to develop talent strategies in support of both the overall business strategy and imperatives as well as ResMed’s People strategy
· Partner with People Centers of Excellence community to actively participate in developing shared services and self-sufficiency capabilities, scalable global and virtual workforce and workplace strategies with the goal of promoting a “direct access” mentality amongst employees and managers
· Facilitate an inclusive and engaging culture across the enterprise and with all stakeholders; act as an employee experience steward by identifying the experiences employees’ value most and help eliminate the work that’s least valuable to employees.
· Maintain knowledge of progressive People practices and trends and create meaningful innovations and enable a strategic plan
· Build and leverage People analytics and digital technologies to create strategic insights that unlock better talent decision-making that drive P&L
· Builds alignment on and commitment to key talent initiatives and decisions
· Measures talent outcomes, their impact on value, and holds him/herself accountable to the results
Accountabilities includes establishing priorities and developing plans for the business related to:
Workforce Planning - Provide partnership to leadership on workforce plans in accordance with the strategic direction of the business. Leverage COE specialists to help define talent needs, key position and capability requirements, skills, and job leveling
Organization Development & Effectiveness - Drive organizational development initiatives in workgroups with leaders within the business unit and beyond; conduct analysis of organizational issues to identify and recommend suitable resolutions, options, and interventions. Drive leadership development planning for organization in partnership with the Global People Solutions COE
Talent Management – Create and deliver on a strategy for talent sourcing, development, movement, retention and succession. Leverage the People Solutions COE to build succession plans for each critical role/key leadership positions and align high potential to future roles. Work closely with Talent Acquisition to identify talent (both internal and external) to build top talent succession pipeline
Change Management – Partner with leaders to identify the need for change and develop strategies and plans to ensure leaders drive the right changes at the right time solving for the right business outcomes and the best possible employee experience
People Mergers & Acquisitions – Lead due diligence activities and partner with People Experience to facilitate integration of culture, organization, and talent. Assist leadership to understand the human capital elements of acquisitions and integrations
Culture - Facilitate activities that will enable ResMed’s leadership culture. Partner with senior leaders to facilitate team effectiveness plans, enable culture development plans, bring to life employee engagement survey plans, and help leadership drive inclusion and diversity initiatives
People Transformation – Drive People transformation through active partnership and participation in key functional transformation activities. Provide leadership, guidance and direction to aligned local People Experience team members – working side by side to actively problem solve and develop solutions
Position Challenges:
· Manage the identification, resolution and remediation of talent-related challenges including the creation and definition of solutions where none previously existed
· Ability to navigate the complexities of a dynamic and evolving roadmap with many key stakeholders/customers across global geography
· Create purpose with the leaders you support and take ownership of the business results
Position Specific Skills:
· Business acumen: Strong fundamental understanding of the economics of the industry, risks of the business, and operating environment of the business
· Collaboration: Ability to lead and influence effectively in complex cross-boundary organization; strong partnership and integrator skills required
· Leadership: Creates an environment that empowers others to give their best, take risks & unlock value – role model for ResMed’s leadership culture
· Problem Solving: Able to work with complexity and ambiguity to find creative solutions to problems
· Uses structured, first-principles approach to solve problems
· Takes big picture view while solving problems tactically
· Leverages variety of quantitative data sources and People analytics to draw conclusions
· Predicts talent outcomes and prescribes actions needed to drive performance
· Diversity: Strong knowledge, understanding and sensitivity to differing cultural perspectives
Qualifications and Experience:
· MBA or equivalent post graduate qualification in Human Resources or related discipline with strong experience People leadership/Strategic Business Partnering
· Demonstrated understanding of business and functional processes
· Results oriented and operates with a sense of urgency; ability to prioritize/problem solving skills; decision-making/analysis skills; ability to manage multiple projects simultaneously
· Demonstrated experience in developing and implementing change initiatives
· Effective interpersonal/communication skills with the ability to influence and lead others
· Experience in a global, matrix management structure, and working with a virtual workforce
· Track record of bringing tangible value to business
· Self-directed work style, able to work autonomously with minimal direction and deliver results with customer service skills, action oriented
· Strong coaching, consulting and facilitation skills
· Project management skills… strategically execute programs end-to-end
· Relationship Management/ Org savvy
· Global acumen…empathy for customers globally, driving to global outcomes
· Learning agility…passion to learn, pivot, translate learning into action
