The Senior HR Business Partner partners with leaders at all levels to inform and deliver our business strategy. This leader drives partnerships, organizational structures and efficiencies, human capital decisions, and processes in order to deliver against Alliance Data Card Services and functional goals. The scope of this role can include the support of multiple functions. This individual may operate independently as the only HR partner at a site or may supervise an HR Business Partner who collaborates to support a business function. The Sr. HR Business Partner will deliver value that aligns with Onboarding and Engagement, Talent/Performance Management, Coaching/Leadership, Organizational Design, and Business Networking and Navigation.
Essential Job Functions:
Onboarding and Engagement:
• Partner with the business in the onboarding and assimilation of new leaders, assess effectiveness and adjust approach as appropriate
• Proactively engage new leaders helping them understand our culture and navigate through the organization
• Facilitate new leader assimilations, leverage feedback and insights for development planning, coach for desired results
• Facilitate initiatives and experiences which support associate engagement and maximize organizational and cultural effectiveness
• Lead associate engagement initiatives by reviewing and analyzing survey results and developing action plans which link to business goals and drive higher levels of engagement and enablement
Talent & Performance Management:
• Maintain a complete 360 view of talent including performance and compensation data. Share insights with senior leaders and recommend strategies to ensure targeted development, mobilization of talent and differentiation.
• Rigorously assess leaders at all levels and create plans to accelerate the development of a leadership pipeline
• Partner with business leaders to create succession plans ensuring bench-strength in key roles, and mitigating risk due to turn
• Provide insightful recommendations on talent to inform and drive business units` future direction and strategy
• Research, develop and recommend solutions to performance management concerns
Coaching and Leadership:
• Proactively build and maintain relationships with leaders at all levels
• Leverage various 360 assessment tools linked with business goals and feedback to coach leaders for specific measured results
• Inform and execute HR strategies to respond to changing business needs
• Understand and share business drivers and financial metrics and how these influence human capital needs
• Ensure adoption of HR processes and policies across the business and influence enhancements as appropriate
• Counsel leaders on policy, procedure and practice interpretation and compliance regarding HR policies
• Play a leadership role in coaching and mentoring HR Business Partners to develop well rounded corporate athletes
• Establish and maintain relationships with the HR centers of excellence to ensure that agreed levels of service are met (including Associate Relations, Talent Acquisition, Learning & Development HR4U and Compensation)
Organizational Design:
• Identify triggers for organizational design needs and recommend appropriate action
• Lead end-to-end organizational design initiatives from strategy to design & implementation.
• Partner with business leaders to assess, diagnose, design, & deliver customized solutions.
• Build organization structures, processes, and talent strategies to enhance effectiveness, build capabilities, and maximize resources to deliver on objectives and enable competitive advantage.
• Facilitate communication & change management strategies.
• Evaluate and report project success
Business Acumen:
• Proactively understand functional areas and key interactions with other areas of our business to enable decision making with a broader level perspective in mind
• Possess a solid grasp of financial fluency including the language, financial levers and corresponding business impacts
• Leverage key HR metrics related to compensation and talent management to educate business leaders and recommend solutions which maximize human capital
• Stay educated about business performance and macro-economic conditions which influence our industry and leverage this knowledge to inform recommendations to talent practices, engagement and organizational design
Requirements / Qualifications:
• Minimum of Bachelor Degree, Human Resource Management, Business, or related field
• Masters Degree in Human Resources Management preferred
• PHR or SHRM Certification preferred
• Minimum of 5-7+ years experience
• At least 5 years of professional work experience dedicated to Human Resources or related field. Experience influencing business partners at all levels. Leadership coaching experience and coaching certification is preferred (CTI, ICF, or similar certification).
Skills, Knowledge, Abilities:
• Professional presence and ability to influence decisions with business leadership
• Ability to develop strong and positive relationships with business partners at all levels and support critical business initiatives
• Ability to operate with confidence in ambiguous situations including the ability to identify needs/problems, develop solutions, and drive appropriate actions
• Incomparable integrity and ability to maintain high level of confidentiality
• Ability to leverage clear metrics and data to measure effectiveness and influence business decisions
• Strong presentation and facilitation skills as well as written and verbal communication skills
• Ability to lead, coach, develop and motivate direct reports
• Intellectual curiosity and desire to seek and improve areas of opportunity
• Ability to exercise independent judgment and successfully prioritize business needs and individual tasks
• Deep knowledge of HR laws, regulations, and policies to ensure business decisions are sound and compliant with regulatory requirements
• Ability to manage a broad range of tasks including resolving quick business needs, as well as counseling partners on the interpretation of policies and procedures
• Knowledge of Microsoft Office software
• Solid understanding of human resources information systems (HRIS) and application tracking systems (ATS)
Qualifications
Card Services Pay Statement
Alliance Data offers a competitive salary, a comprehensive selection of benefit options including 401(k).
Card Services Conditions of Employment
All job offers are contingent upon successful completion of credit and background checks.
Card Services
Let`s face it; it`s a brand loyal world we`re living in, which is why Alliance Data Card Services offers integrated private label and co-brand credit card programs enhanced by integrated marketing services. We manage over 90 credit programs for America`s most recognized retailers, helping them sell more and improve customer loyalty.
About Alliance Data
By being deliberately different, Alliance Data Card Services delivers richer insight, more relevant connections, and greater engagement for our brand partners.
Through our branded credit programs, we`ve been creating brand loyalty for more than 25 years. From our unique retail heritage, we learned the importance of being brand- and customer-centric; we`ve made it our business to know and understand our brand partners and their customers better than others in the industry.
Today, we build tailored marketing and loyalty solutions for our clients, many of the world`s most recognizable brands across a multitude of industries. They benefit from unmatched customer insights and analytics, capabilities driven by innovation, and a customized approach to growing their programs. Each marketing opportunity we create is specific to our partners` brands and their unique cardmembers, and aligned with the customer experience.
Alliance Data
Columbus, OH
The Senior HR Business Partner partners with leaders at all levels to inform and deliver our business strategy. This leader drives partnerships, organizational structures and efficiencies, human capital decisions, and processes in order to deliver against Alliance Data Card Services and functional goals. The scope of this role ...
The Senior HR Business Partner partners with leaders at all levels to inform and deliver our business strategy. This leader drives partnerships, organizational structures and efficiencies, human capital decisions, and processes in order to deliver against Alliance Data Card Services and functional goals. The scope of this role can include the support of multiple functions. This individual may operate independently as the only HR partner at a site or may supervise an HR Business Partner who collaborates to support a business function. The Sr. HR Business Partner will deliver value that aligns with Onboarding and Engagement, Talent/Performance Management, Coaching/Leadership, Organizational Design, and Business Networking and Navigation.
Essential Job Functions:
Onboarding and Engagement:
• Partner with the business in the onboarding and assimilation of new leaders, assess effectiveness and adjust approach as appropriate
• Proactively engage new leaders helping them understand our culture and navigate through the organization
• Facilitate new leader assimilations, leverage feedback and insights for development planning, coach for desired results
• Facilitate initiatives and experiences which support associate engagement and maximize organizational and cultural effectiveness
• Lead associate engagement initiatives by reviewing and analyzing survey results and developing action plans which link to business goals and drive higher levels of engagement and enablement
Talent & Performance Management:
• Maintain a complete 360 view of talent including performance and compensation data. Share insights with senior leaders and recommend strategies to ensure targeted development, mobilization of talent and differentiation.
• Rigorously assess leaders at all levels and create plans to accelerate the development of a leadership pipeline
• Partner with business leaders to create succession plans ensuring bench-strength in key roles, and mitigating risk due to turn
• Provide insightful recommendations on talent to inform and drive business units` future direction and strategy
• Research, develop and recommend solutions to performance management concerns
Coaching and Leadership:
• Proactively build and maintain relationships with leaders at all levels
• Leverage various 360 assessment tools linked with business goals and feedback to coach leaders for specific measured results
• Inform and execute HR strategies to respond to changing business needs
• Understand and share business drivers and financial metrics and how these influence human capital needs
• Ensure adoption of HR processes and policies across the business and influence enhancements as appropriate
• Counsel leaders on policy, procedure and practice interpretation and compliance regarding HR policies
• Play a leadership role in coaching and mentoring HR Business Partners to develop well rounded corporate athletes
• Establish and maintain relationships with the HR centers of excellence to ensure that agreed levels of service are met (including Associate Relations, Talent Acquisition, Learning & Development HR4U and Compensation)
Organizational Design:
• Identify triggers for organizational design needs and recommend appropriate action
• Lead end-to-end organizational design initiatives from strategy to design & implementation.
• Partner with business leaders to assess, diagnose, design, & deliver customized solutions.
• Build organization structures, processes, and talent strategies to enhance effectiveness, build capabilities, and maximize resources to deliver on objectives and enable competitive advantage.
• Facilitate communication & change management strategies.
• Evaluate and report project success
Business Acumen:
• Proactively understand functional areas and key interactions with other areas of our business to enable decision making with a broader level perspective in mind
• Possess a solid grasp of financial fluency including the language, financial levers and corresponding business impacts
• Leverage key HR metrics related to compensation and talent management to educate business leaders and recommend solutions which maximize human capital
• Stay educated about business performance and macro-economic conditions which influence our industry and leverage this knowledge to inform recommendations to talent practices, engagement and organizational design
Requirements / Qualifications:
• Minimum of Bachelor Degree, Human Resource Management, Business, or related field
• Masters Degree in Human Resources Management preferred
• PHR or SHRM Certification preferred
• Minimum of 5-7+ years experience
• At least 5 years of professional work experience dedicated to Human Resources or related field. Experience influencing business partners at all levels. Leadership coaching experience and coaching certification is preferred (CTI, ICF, or similar certification).
Skills, Knowledge, Abilities:
• Professional presence and ability to influence decisions with business leadership
• Ability to develop strong and positive relationships with business partners at all levels and support critical business initiatives
• Ability to operate with confidence in ambiguous situations including the ability to identify needs/problems, develop solutions, and drive appropriate actions
• Incomparable integrity and ability to maintain high level of confidentiality
• Ability to leverage clear metrics and data to measure effectiveness and influence business decisions
• Strong presentation and facilitation skills as well as written and verbal communication skills
• Ability to lead, coach, develop and motivate direct reports
• Intellectual curiosity and desire to seek and improve areas of opportunity
• Ability to exercise independent judgment and successfully prioritize business needs and individual tasks
• Deep knowledge of HR laws, regulations, and policies to ensure business decisions are sound and compliant with regulatory requirements
• Ability to manage a broad range of tasks including resolving quick business needs, as well as counseling partners on the interpretation of policies and procedures
• Knowledge of Microsoft Office software
• Solid understanding of human resources information systems (HRIS) and application tracking systems (ATS)
Qualifications
Card Services Pay Statement
Alliance Data offers a competitive salary, a comprehensive selection of benefit options including 401(k).
Card Services Conditions of Employment
All job offers are contingent upon successful completion of credit and background checks.
Card Services
Let`s face it; it`s a brand loyal world we`re living in, which is why Alliance Data Card Services offers integrated private label and co-brand credit card programs enhanced by integrated marketing services. We manage over 90 credit programs for America`s most recognized retailers, helping them sell more and improve customer loyalty.
About Alliance Data
By being deliberately different, Alliance Data Card Services delivers richer insight, more relevant connections, and greater engagement for our brand partners.
Through our branded credit programs, we`ve been creating brand loyalty for more than 25 years. From our unique retail heritage, we learned the importance of being brand- and customer-centric; we`ve made it our business to know and understand our brand partners and their customers better than others in the industry.
Today, we build tailored marketing and loyalty solutions for our clients, many of the world`s most recognizable brands across a multitude of industries. They benefit from unmatched customer insights and analytics, capabilities driven by innovation, and a customized approach to growing their programs. Each marketing opportunity we create is specific to our partners` brands and their unique cardmembers, and aligned with the customer experience.