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SVP, Director of Human Resources
Mullen
Boston, MA, United States
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We are seeking a SVP, Director of Human Resources to join our MullenLowe U.S. Team and be based in our Boston Headquarters.
MullenLowe U.S. is a unit of MullenLowe Group, a creatively driven global network with offices in more than 65 markets worldwide and four U.S offices (located in Boston, NYC, LA and Winston-Salem, NC). We are a ?hyperbundled? agency, integrating disciplines from brand strategy to creative, digital marketing, media planning and buying, mobile marketing, public relations and social influence, design, CRM and performance analytics (that?s why our logo is an octopus). MullenLowe is a challenger agency purpose built for challenger brands (that?s why our octopus is wearing boxing gloves).
We work with thought-leader brands, including Acura, E*TRADE, Royal Caribbean, Hyatt, JetBlue, U.S. Cellular, American Greetings, Netflix and Patr?n, and the agency has been recognized as a Fast Company Most Innovative Company, a 3x Advertising Age A-List Agency and as part of MullenLowe Group, which is ranked #1 on the Global Effies Effectiveness Index per client dollars spent. MullenLowe is a wholly owned subsidiary of the Interpublic Group (NYSE:IPG).
Role Overview:
The SVP, Director of Human Resources will work closely with the U.S. CEO, office Presidents, COO/CFO and HR team, to create and bring to life a human capital strategy that aligns with the culture of MullenLowe and supports current and future business objectives. The role serves as a key member of the U.S. Leadership team.
The SVP, Director of Human Resources will be responsible for creating and implementing strategy driven from the top of the organization with an all-round focus on culture, talent and performance management, rewards and recognition, recruitment and retention strategies and initiatives.
Role Responsibilities:
The successful candidate will need to achieve the appropriate balance of direction and influence; strategy and execution. You will be an open and skilled communicator who is able to think fast, build consensus and manage change in a fast-paced business environment. In addition, you will drive the value and visibility of the HR function with a hands-on approach to support a high performance organization.
Culture & Organization -
• Develop and implement a one to three year strategic and operational plan that aligns with overall business objectives.
• Work with leadership team to create a high-performance organization that reflects the MullenLowe culture in its recruitment, diversity, career development, training and retention programs.
• Work with Business Leaders/HR Managers to manage the ?MullenLowe Employer Brand? and ensure clear and consistent messaging across the US.
• Align and adjust the HR structure to ensure best-in-class efficiency and effectiveness.
Training and Development -
• Lead the talent initiative focused on recruitment, retention and development with specific emphasis on building future leaders for the organization.
• Build retention programs specific to high performers.
• Ensure that training programs are structured to meet the changing requirements of clients in relation to technology and content.
• Lead the evolution of MullenLowe as a learning organization by designing and implementing internal, practical and scalable training programs (to include peer learning and mentoring initiatives).
• Work across MullenLowe Group and IPG to create cross company synergies and maximize advantages of being part of large organization.
Recruitment -
• Oversee recruitment capability and dedicated recruitment staff.
• Maintain a pulse on the industry to possess knowledge of key players and best practices, and develop strategy for attracting top caliber employees at all levels.
• Act as a key stakeholder in top executive hires.
• Capitalize on opportunities that exist from being part of a global business to draw in talent from international offices of MullenLowe Group?s network.
Talent Management & Employee Relations -
• Develop and implement a performance management framework to ensure efficient and effective operations across all staff.
• Work with senior executives on performance evaluations.
• Act as an advisor on human resources issues at all levels.
• Maintain current knowledge and understanding of regulations, industry trends, current practices, new developments, and applicable laws regarding human resources.
• Function in an advisory role on facilities management, relocation etc.
Compensation -
• Maintain a knowledge and understanding of competitive compensation in the industry.
• Take lead role in all compensation to ensure appropriate compensations levels for all roles across the organization ? considering both market rates, internal benchmarks and any compliance considerations.
• Manage the MullenLowe hiring approval process.
• Lead the salary planning process within budget/IPG guidelines.
• Oversee the HR elements of the payroll process working with Finance.
• Acquire in-depth knowledge of the MullenLowe/IPG incentive programs.
• Work with the COO/CFO to develop executive compensation packages, manage compensation negotiations, reviews, cost management and budgeting.
Compliance and Legal -
• Take lead role to proactively and positively resolve all employee relation or organizational issues.
• Ensure up to date policies and practices are maintained in line with local legislation and IPG and MullenLowe standards.
• Oversight of Affirmative Action and Diversity Reporting.
• Ensure compliance with applicable federal and state and local laws as applicable to Human Resources.
• Ensure that any employee reductions are managed efficiently and fairly (reporting, demographics, legal, reasoning etc.).
Requirements
The individual must have:
• 15 years of broad-based HR management experience with 5 working closely with the C-Suite.
• Experience working in a large, matrixed, and ideally creative business and industry.
• Deep talent management experience (recruiting, training and retaining staff, creating and maintaining a high performing culture).
• Experience in all HR functional areas including Staffing, Training, Compensation, Benefits, Employee Relations, etc.
• Strong business acumen and ability to drive strategic and financial business objectives.
• Demonstrable change management skills to support quick decisions making in a fast paced organization.
• Capability, energy, presence and vision to immediately establish credibility with senior management and participate as an actively contributing member of the leadership team.
• An ability to work from a context of influence vs authority.
• A track record in developing strategies and executing them.
• Demonstrated self-starter.
• Strategic vision and insight about human resource needs.
• Demonstrated capability to interface and maintain effective relationships with all departments and employees in a team-oriented environment.
You must be eligible to work in the United States to be considered for this role.
This contractor and subcontractor shall abide by the requirements of 41 CFR ?? 60-1.4(a), 60-300.5(a) and 60-741.5(a). These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, or national origin. Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, national origin, protected veteran status or disability.