SENIOR MANAGER, PEOPLE

Position Summary... Drives the execution of multiple business plans and projects by identifying customer and operational needs; developing and communicating business plans and priorities; removing barriers and obstacles that impact performance; providing resources; identifying performance standards; measuring progress and adjusting performance accordingly; developing contingency plans; and demonstrating adaptability and supporting continuous learning. Provides supervision and development opportunities for associates by selecting and training; mentoring; assigning duties; building a team-based work environment; establishing performance expectations and conducting regular performance evaluations; providing recognition and rewards; coaching for success and improvement; and ensuring diversity awareness. Promotes and supports company policies, procedures, mission, values, and standards of ethics and integrity by training and providing direction to others in their use and application; ensuring compliance with them; and utilizing and supporting the Open Door Policy. Ensures business needs are being met by evaluating the ongoing effectiveness of current plans, programs, and initiatives; consulting with business partners, managers, co-workers, or other key stakeholders; soliciting, evaluating, and applying suggestions for improving efficiency and cost-effectiveness; and participating in and supporting community outreach events. What youll do...

• Develop an effective partnership with associates, managers, pillar leaders and ensure a positive work environment.
• Manage escalations on key people issues related to performance, discipline or policy interpretations.
• Partner with leaders on key people decisions on Design and execute engagement action plans post AES & Focus Groups

• Coach and advise leaders on key people issues and help take decisions on hiring, promotions, ratings, rewards and areas like LOA
• Leverage analytical tools & reports to spot diversity, engagements & retention trends and take proactive action
• Drive holistic solutions to ensure optimal spans & layers for all managers.

• Design and roll out team specific development initiatives that align to the business goals,
• Conduct Talent Reviews and Succession Planning for X6s & X7s

• Partner with TLOD to drive development programs.
• With ARGs to drive diversity programs
• With TA to solve hiring and span issues; hire leaders.

• 10-14 years of experience.
• Exposure to Tech/Product industry is preferrable.
• Good experience in stakeholder management, change management, strong business acumen, Strong analytics skills

Minimum Qualifications... Minimum Qualifications:Bachelors degree in Human Resources, Business or related field and 4 years experience in human resources or related area OR 6 years experience in human resources or related area.