Job Responsibilities

The Sr. Director, Human Resources Business Partner will lead an organization of 6 HRBPs within the US region. This newly created role will build and sustain relationships with leadership and all levels of employees both within the region and globally to effectively influence decision-making that leads to high employee engagement and retention. They will ensure both vertical and horizontal communication within a matrix organization for alignment across the corporate functions and all divisions within the region. In addition, this position will also be the lead HRBP for the Corporate functions business teams.  The candidate will need to understand data and translate it to what is happening within the business. Key areas of input and guidance include performance management, workforce planning, employee engagement and labor relations. They will partner with the COEs to help implement organizational development and design, talent management and development and change management. The ideal candidate for this role will be able to work between strategy and execution, be comfortable digging in to help wherever they are needed, while providing guidance and ideas that will feed the vision of the team and ultimately the organization.

• With the highest level of ethics, integrity, and confidentiality this position will lead an organization of 11 direct and indirect HRBPs team members through all aspects of strategic and tactical work, development of the team as well as being the main global contact for the business partner function.  This includes regional and global standardization in policy application and practices from an HRBP perspective, employee and labor relations, and counseling business leaders on HR topics by building strong relationships throughout all levels of the organization.
• Ability to understand business context, leverage relevant data, and interpret what the data means to explain the story.  Proficient in applying this business insight along with their human resource expertise to influence leaders and implement various initiatives or critical projects throughout the region from planning to execution.  
• Work together with the HR COEs to identify and implement the best strategies, processes, and services for the following key areas:  talent acquisition, talent management, leadership development, employee relations, rewards and recognition, change management and operational excellence.
• Work as a Business Partner with the Corporate leadership team and ensure active participation in the human resource decisions and strategy of the corporate functions. Assists in the continued profitable growth of Wacker by participating in the planning process for the organization and works closely with peers to ensure strategies and policies are aligned and consistently applied.
• Actively coach and provide guidance to managers and team members within the organization. Build and drive a culture of positive employee engagement to improve business performance and efficiency through compliance with Wacker standards and ensuring fair and consistent administration of policies and practices and ensure compliance with federal and state legislation.
• Ability to lead labor relations/collective bargaining and contract negotiations. 

 Qualifications

• Bachelor's Degree in Human Resources or related discipline required, Master's degree preferred.
• Minimum of 15 years of Human Resource Business Partnership experience, preferably in a corporate and manufacturing environment.
• Minimum 5 years of Labor relations /collective bargaining experience is required.
• SHRM-CP/SHRM-SCP or PHR/SPHR certification(s) preferred
• Experience supporting multiple locations throughout the region in a global matrix organization
• Ability to maintain confidentiality of sensitive information
• Ability to handle multiple, complex projects in a fast-paced environment
• Proven effective ability to build relationships and influence thinking within an organization and the able to drive consensus around difficult issues
• Demonstrated strategic thinking and problem-solving capabilities
• Thorough understanding of US and regional state human resources legislation and practices
• Strong credibility and professional competence with management team and operations management
• Strong system knowledge preferably in SAP SuccessFactors
• Ability to travel up to 25%.

• Compensation and Incentive plans
• Medical, Dental, and Vision Insurance effective day 1
• Paid Time Off in addition to personal days and holidays
• Paid parental leave
• Wellbeing fund
• Flexible hybrid work arrangements
• 401(k) with company match
• Education Assistance Program
• Career development and advancement opportunities
• Support for Community Involvement