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This position will report to the Senior Vice President of Human Resources. The Talent Partner will be responsible for partnering with the Chief Technology and Product Officer and additional executive leaders. The role of Talent Partner significantly contributes to the company’s performance by ensuring the provision of tactical and strategic solutions on critical talent, overall workforce effectiveness and enabling organizational capabilities that directly enable the outcome of the business objectives.
This position has direct accountability to the strength, productivity, and readiness of its workforce to maintain its business leadership position in the market and grow significantly, year over year. This position is a critical member of Human Resource team. This role is accountable to continuously improve the productivity of the workforce by determining and executing the human capital initiatives that achieve the business objectives. This role and its impact are highly visible with frequent C-level executive interaction.
In partnership with the HR Centers of Excellence and Service Center, the Talent Partner will lead and carry out the following responsibilities: talent attraction, sourcing, retention, succession, pipeline planning and workforce optimization; performance and total rewards management, employee productivity, relations; policy interpretation, compliance, and application. Additional responsibilities include employee relations, investigations, team effectiveness, staffing models, talent capabilities, career progression initiatives, acquisition integration, and training.
Key priorities will include:
Attracting and assessing the best Be proactive in learning about and sourcing talent for the business. Ensure critical skillsets and leadership talent is mapped and assessed on a regular basis. Ensure recruiting pipelines covers the short-and long-term needs of the business.
Lead planning and implementation of talent Combine unique plans with the HR annual plans and sync talent needs with intended business priorities. Based on workforce plan and the assessment inventory, establish succession.
Drive improvement to the candidate and employee experience by managing the onboarding, development and retention of top Continually monitor progress and effectively executes plans to address gaps before they become issues.
Building a culture grounded on performance and accountability, ensuring that individual accountabilities are aligned to the priorities and objectives of the
Lead the performance management process and ensure performance, accountability and rewards are aligned with performance and accomplishments of the individual and the
Working with leaders and managers to ensure employees have the tools and resources needed to be Ensure the employee voice is heard, and the organization is taking action to remove barriers and roadblocks.
Actively capture the voice of the employee and foster workforce safety, health and Partner with the appropriate functions to ensure employee needs are being met.
Providing expert talent and HR advice and guidance to managers and staff on people matters, supporting managers in dealing with complex operating environments, performance productivity and employee relations issues.
Accountable for the approach and outcome on employment matters; directing and influencing management around the people agenda to maximize intended performance and reduce people-related
Delivering a human capital plan driven by the annual and long-term planning, translating business requirements into effective and modern
Ensuring key stakeholders are informed / consulted on relevant changes such as restructures, redundancies, and retirements, etc.
In accordance to the position’s authority, commissioning services, projects or activities and working with the broader HR specialist teams to ensure the function is providing real-time, best-in-class services that meet the business needs and are delivered to agreed standards and
Maintaining a clear understanding and providing up to date knowledge of the compliance framework within which HR operates, deploying HR policies in line with current legislation and keeping abreast of modern HR procedures and best practice through the broader HR
Ensuring effective implementation of the annual HR cycle to facilitate value-added delivery, including workforce and talent planning, performance management, and total
Redefining and fostering a culture that is aligned with the brand and delivers growth while enabling greater employee
Developing and maintaining strong networks and relations (informal and formal) with resource groups, external partners and leading industry stakeholder communities.
A proven change agent and role model on effective practices that generate excitement relating to change and
Provides day-to-day coaching to leadership on a variety of actions to enable them to grow and perform at their
Actively participates in annual budget planning/staffing forecasting process with the business and HR
Candidate Profile:
To be successful, the ideal candidate will need at least ten years of progressively senior experience in generalist human resources roles, including a minimum of five years as an HR Talent Partner or equivalent partnering with executive leadership in technology, engineering, and product business functions.
This candidate will have a proven track record of managing teams through business growth and transformations, and experience leading HR within a highly creative and fast paced environment.
In terms of the performance and personal competencies required for the position, we would highlight the following:
Integrity: Earns others’ trust and respect through consistent honesty and professionalism in all interactions.
Results Focus & Initiative: Focuses on results and desired outcomes and how best to achieve them. Gets the job done.
Planning & Organizing: Coordinates and aligns human resources goals, processes, and practices with the direction, products, services, and performance of a business and the rest of the organization.
Strategic Vision: Sees the big, long-range picture.
Leadership: Promotes organizational mission and goals and shows the way to achieve them.
Customer Focus: Builds and maintains effective relationships with stakeholders and all levels of employees. Partners with clients to identify and resolve complex or sensitive issues.
Creative & Innovative Thinking: Develops fresh ideas that provide solutions to all types of workplace challenges.
Change Agent: Influences others to be excited and committed to furthering the organization’s objectives.
Decision Making & Judgement: Makes timely, informed decisions that take into account the facts, goals, constraints, and risks.
About The Company:
Interior Logic Group is the leading national provider of interior design and turnkey installation services for U.S. homebuilders. Powered by its industry-leading technology platform, Interior Logic Group is the largest national provider of interior design and finish solutions for the building industry. Our scalable solutions increase homebuilder profitability and improve construction quality and cycle times. We also provide installation services and supply chain management for a diverse range of single family, multifamily, commercial and repair and remodel customers. With more than 200 locations and 100+ Design Studios, Interior Logic Group’s reach ensures localized service on a national scale.
