Job Type:

Regular

Work Location:

Market - AMRET - GA - Atlanta 172

Overview:

The Director of People will build strategies and tactics required to improve our employee experience and build an aligned performance management system.   This talent management approach will "delight" our employees around the world. This is a newly created position, reporting to the COO, who is building the function to accelerate achievement of our business strategy. The Director of People talent management expertise and a passion for building and championing employee engagement, performance management, career development, and related talent practices that engage, retain, develop and enable high performance.

Job Description:

Understand and support strategic vision for 2020 Companies and stay apprised of external trends. Partner with internal customers to discover, educate and align stakeholders on our strategic choices for our talent philosophy and associated talent practices that enable 2020 CompaniesLead execution and ongoing development of key enterprise talent management strategies focused on enabling employee "delight", which entails building a highly engaged, high performing workforce, in a fast-growing, rapidly changing organizationServe as enterprise facilitator, champion and lead change management strategies to drive further adoption and execution of the evolved key talent practices.  This may include: Performance management, Goals, quarterly check-ins, career conversations, development planning, focus on both what and how (emphasizing culture and capabilities) and related practices ensuring global scalability and adoptionCareer development: Partner with stakeholders to harmonize and transform career pathing initiatives, ensuring local relevance and global scalability, to enable talent mobility across the organization.  Own the Vision Leadership program to ensure cultural integration and execution annuallyCulture: As the leader of employee experience, ensure we recognize and reward our employees globally. Execute the internal programs (AIM, Spotlight, etc.) to create an optimum employee experience.  Rethink the AIM strategy to include committee architecture, ideation and executionEmployee engagement: Advance and understand existing practices related to company-wide engagement surveys, as well as voice of the employee/listening during moments that matter. Lead project management with key stakeholders, communication and actioning at manager, business unit/region and company levels.  Regularly measure progress and assess effectiveness of practices. Leverage descriptive, predictive, and prescriptive analysis to solve complex issues and continuously improve efforts and impactBuild and nurture strong relationships with key internal stakeholders, and manage any external partners used to foster employee experienceAlign key stakeholder and manage project related communication plans in partnership with HR partners, internal and executive communications partners and business unit chiefs of staff

Performance Measurements:

Collaborate, establish, manage, review and identify areas of improvement for people engagement, performance, and succession planning (Culture)Be an innovator and transformation leader related to people and the use of Workday technologyBe a champion of our leadership principles:  Integrity, Inclusion, Innovation, Accountability, Excellence, and PassionCreate and maintain a culture of accountability and excellence in all things related to PeopleEnsure business conducted within the organization is of the highest ethical and professional standardsCollaborate and align company strategies with business channel leadership to ensure an environment of adoption, high performance and people growthIdentify and create strategies while executing the tactics (i.e. AIM, Vision, Holiday Party, Halloween events, Newsletters, Spotlight/Recognition and Awards) related to improving our culture that benefits our peopleMeasure all programs to understand the impact of People programs on retention and engagementResponsible for all processes, communication, data integrity, and reporting related to this role

Qualifications:

10+ years HR experience with expertise talent management/organizational development/talent development, and HRBP rolesPrior experience working with a distributed and diverse stakeholder groupExperience creating or building and executing enterprise talent management programs in an entrepreneurial environmentExperience working at all levels of the organization from senior leaders to front line employeesStrong communication, relationship building and influencing skillsVery comfortable with ambiguity with a focus on collaborative and inclusive, with a bias for action, and strong project management skillsComfortable and experienced with complexity, ambiguityAble to translate complex concepts into meaningful, relevant, and actionable plans

What You Can Expect From 2020 Companies
We welcome every voice, and we are committed to building a truly inclusive environment where your differences are not just welcomed, they are celebrated. We are always identifying opportunities to encourage our team to be their authentic selves, while working to provide a best-in-class experience for our employees. Whether that’s paid holidays, long-term career pathing options, personal development opportunities or professional stretch assignments, you can expect 2020 Companies to support you.

2020 Companies, Inc. is required to comply with the National Labor Relations Act. Therefore, we will recruit and refer any and all applicants without regard to their protected concerted activities, including whether they have been involved in a class-action suit against 2020 Companies, Inc. for alleged violations of labor and employment laws. We acknowledge the right of employees to engage or to refrain from such activities.

2020’s Commitment
We are committed to creating a diverse and inclusive organization and are proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, pregnancy, disability, age, veteran status, or other dimensions of identity.