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Director, Community Talent
Horizon Media
New York, NY, United States
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Job Description:
Director, Community Talent
Location:
New York
Division/Department:Human Resources/Business Units
Reports to:Community Talent Team + Business Unit Leader
Direct Reports:N/A
Job Summary
The Director, Community Talent is a key member of a Talent Team whose primary responsibility is to engage and inspire talent while ensuring core business objectives are met. The Director, Community Talent reports into the Community Talent Team and an aligned Business Unit Leader. With strong collaboration from its Talent Team, this position initiates and executes on programs that advance talent success and culture. He/She builds relationships with employees and anticipates all HR-related needs. The Director, Community Talent partners proactively with the Corporate Senior HR Leadership Team and other Community Talent Directors to develop companywide integrated best practice solutions. He/She maintains an effective level of business knowledge and is savvy about the business unit’s financial position and competitive landscape. In addition, the Director, Community Talent possesses a deep understanding of the culture and values of the organization and “lives them” while developing activities to fuel it.
Main Duties and Responsibilities
• 5% - Partner with the Community Talent Team to implement the talent strategy across assigned communities; aligning with business needs and driving leadership commitment to talent strategy
• 10% - Lead talent management practices in assigned communities to support business strategy, including performance management, employee relations, and career development
• 5% - Design and execute retention and engagement strategies to continually develop and retain high performer and high potential talent
• 5% - Champion Horizon culture and drive initiatives to preserve and enhance company and team culture
• 5% - Provide organizational design strategies and recommendations to improve organizational performance
• 5% - Provide guidance and input on business unit restructures, workforce planning, succession planning
• 15% - Coach leaders on a variety of topics including talent development, retention, performance management, and employee relations
• 5% - Provide all employees with day-to-day coaching, counseling, career development, and disciplinary actions
• 10% - Work in conjunction with other organizational and people development departments such as Training, Talent Acquisition, Legal, and HRIS in order to support and improve organizational effectiveness and drive business results
• 10% - Responsible for company-wide projects or initiatives. May serve as project lead working with other HR partners and key leaders to develop, implement, and make improvements to HR related processes and key initiatives
• 5% - Analyze trends and metrics in partnership with HR Center to develop solutions, programs and policies
• 5% - Manage and resolve complex employee relations issues
• 5% - Conduct effective, thorough and objective investigations
• 5% - Work closely with leadership and employees to improve work relationships, build morale, increase productivity and retention
• 5% - Identify training needs for business units and individual executive coaching needs
Knowledge and Skills Required
• Demonstrated consulting skills and ability to provide coaching, feedback, and guidance to leaders at all levels of the organization
• Strong business acumen with an understanding of how HR objectives link back to overall business objectives
• Demonstrated record of accomplishments in leading HR initiatives, driving human capital results and project management
• Ability to deal with ambiguity and strong decision making capability
• Experience facilitating large and small teams, including such areas as problem resolution, developing strategy and objectives, training-related initiatives, and teambuilding.
• Experience managing complex employee relations issues and investigations
• Ability to develop strong trusting relationships in order to gain support and achieve results
• Can effectively envision, develop, and implement new strategies to address competitive, complex business issues
• Excellent verbal and written communication skills
• Strong conflict management skills
• Strong interpersonal and negotiation skills
• Be flexible and available to interact with employees at all levels
• Take initiative to identify and anticipate client needs and make recommendations for implementation
Education and Experience
• Bachelor’s Degree
• Minimum of 5 years experience resolving complex employee relations issues
• Minimum of 3 years experience as a strategic business partner to senior business leaders
• Working knowledge of multiple Human Resource disciplines including compensation practices, employee relations, diversity, federal and state respective employment laws
• Relevant industry experience strongly desired
The statements herein are intended to describe the general nature and level of work being performed by employees, and are not to be construed as an exhaustive list of responsibilities, duties and skills required of personnel so classified. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the employer.