Vice President – HR Business Advisor

Key responsibilities

• Support the implementation of people agenda initiatives and efforts for a business area.
• Provide day-to-day advice on human capital matters.
• Advise business leadership and cascade the structuring & re-organizational changes deeper into LOB areas to institutionalize the new organization into BAU.
• Support year-end compensation process by ensuring that baselines are accurate and synchronized (including joiners, leavers, transfers) with finance and/or business management, providing guidance on incentive compensation and salary planning as appropriate and supporting managers through compensation decisions.
• Support the performance and talent management cycle by partnering with leaders on an as-needed basis to handle succession planning needs and requirements, answer performance questions, issues and processes, supporting and providing guidance on the promotion process particularly during quarterly & end-of-year timing.
• Facilitate feedback processes and other employee input initiatives, e.g., action plans based on Employee Opinion Surveys, Pulse Checks, etc.
• Support or participate in individualized development and coaching to managers and emerging leader as needed, and in partnership with the development team. This may include supporting action items that stem from leadership coaching provided by the aligned HRBA or an external coach.
• Be available to provide front-line support to managers for HR risk / controls initiatives.
• Provide project management support for HR-related initiatives being implemented within LOBs.
• Support cross-LOB and large-scale initiatives.
• Work with management information systems (MIS) and reporting to understand trends and outliers, and facilitate fact based, metrics driven client decisions.
• Be a champion of HR process change. Analyze processes, data and trends to make recommendations to management team for continuous improvement.
• Partner with HR colleagues of all levels to drive efficiencies and leverage best practices.
• Ensure appropriate controls are in place and managed effectively for all critical HR processes.
• Lead and/or actively participate in HR projects, aligned to key identified HR priorities.