Director, HR Business Partner job

company building Visteon location Van Buren, MI
4.4 excellent trustpilot rating

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Company Description

Visteon Corporation is one of the fastest-growing global leaders of multiple businesses in manufacturing, designing, and supplying smart, automotive electronics systems digital cockpits for electric and automated vehicles in the automotive industry. Visteon Corporation was established in 2000. The primary headquarter is based in Van Buren Township, Michigan, the United States, with approximately 10,000 employees at more than 40 facilities in 18 countries, including Asia, North America, and Europe. Sachin Lawande is the President/Chief Executive Officer. It is a public limited company. Visteon Corporation manufactures electronic products and connected car services under three main divisions for climate, electronics, and interior systems, including instrument clusters, displays, telematics, domain controllers, audio head units, audio systems, voltage power controllers, control panels, and more for a diversified customer base and major automakers worldwide.

Job Description

Global HR Business Partner Director

Transforming how we interact with our vehicles to make the driving experience more enjoyable, connected and safe.

Mission of the Role

The purpose of this role is to partner with functional business leaders to design and develop talent strategy and interventions for the functional growth and changes that have the highest impact on the business.

Key accountabilities / How You Will Spend Your Days

  • Lead key transformation / change initiatives that have the highest business impact. Drive scrum meetings using agile methodology and facilitate removal of blockages. Partner with key business stakeholders across the world to drive highest organizational effectiveness.
  • Own, drive, advise and coach business through the annual talent processes around performance, Total rewards, promotions, bonus, annual pay, talent assessment & development, succession planning, engagement, etc.
  • Lead & successfully execute functional talent programs across Workforce Planning, Learning & Development, Leadership.
  • Facilitate, coach and build leadership capability at functional level.
  • Leverage HR analytics to advise Business leaders on key People metrics such as retention, total rewards, engagement and Diversity related outcomes.
  • Develop network across the organization that can be leveraged to drive HR functional strategic priorities and deliverables.
  • Collaborate with HR peers globally as well as COE leaders to design solutions for functional challenges.
  • Drive people-related initiatives with your communication, coaching and influencing skills, and offer thought-leadership regarding organizational/people-related strategy and execution.
  • Determine Strategic workforce and Leadership roles for the future (E.g. Workforce strategy for Software --- which site, what competencies, what leadership roles and get the actions executed).
Key Performance Indicators
  • Measure functional capability against the Workforce plan targets.
  • Measure career mobility against functional targets.
  • Enabling diversity targets and programs.
  • Milestones achieved against the functional effectiveness focus areas.
  • Functional Talent assessment and development for key roles.
  • Leadership Roadmap, Future roles, assessment and development and overall effectiveness for what ‘Good looks like’.
  • Timely and effective closure of annual corporate programs such as Performance cycles, merit cycle.
Technical Knowledge and Skills
  • Bachelor’s degree
  • 15+ years of relevant experience preferably in regional or global environment.
  • Experience working with Executive Team and Business Leaders.
  • Experience in strategic business partnering.
  • Experience in supporting an organization that is experiencing global growth.
  • Business partner support of a global engineering or development organization.
Preferred Skills
  • Master’s degree in Business Management
  • Experience in organizational design, succession planning, leadership effectiveness, building competency, performance management, business consulting, coaching and development, talent management, data analysis, and diversity and inclusion.
The Mindset and Key Behaviors You’ll Need to Bring

Visteon is a high-growth, fast-paced and entrepreneurially-spirited company – and will only hire people who profile the same.

Communication:
  • Convinces others on key topics by presenting compelling rationale and persuasive arguments; shapes opinions within the department andnegotiates to get the best deal.
  • Articulates and presents important information clearly and concisely to people at all levels across the department.
  • Challenges established views and argues strongly for alternative ideas; encourages individuals in the department to justify their reasoning.
  • Demonstrates cultural sensitivity.
Innovation :
  • Generates numerous ideas and new approaches for addressing a range of work areas the department is involved in; encourages others to generate ideas.
  • Develops effective strategies across the department that recognize the potential impact of challenges or opportunities on the group’s success; scans the external environment regularly to anticipate longer-term trends.
  • Understands how models, theories, research and new concepts relate to the work of the department and applies principles when appropriate.
Business Acumen :
  • Understands the organization’s business model, operations and financial metrics, as well as the department’s business levers, that impact financial goals.
  • Understands the global economy and global trends (social and political), and considers potential impact on customers and/or the department.
  • Serves as an expert on industry trends and issues, including changes to laws and regulations; provides guidance and expertise on how changes could impact multiple business areas within the department.
Managing Stakeholders :
  • Understands the needs, drivers and constraints of stakeholders and applies this knowledge to develop common understanding.
  • Maintains long-term, trusting relationships with stakeholders through ongoing contact and forums.
  • Recognizes department needs and identifies appropriate stakeholders to engage in decision-making to ensure buy-in and desirable outcomes.
Demonstrating Global Mindset:
  • Seeks opportunities to interact with people from different cultures to gain a deeper appreciation for different cultural conventions; encourages others within the department to do the same.
  • Actively seeks out and promotes differences within the department, serving as a role model for inclusive behavior; integrates people of different backgrounds within and across teams.
  • Understands the needs and complexities of the global environment, and considers the trade-offs between local and global objectives when making departmental decisions.
Leading Change :
  • Identifies departmental change needs and initiates a plan that aligns with overall organizational strategy.
  • Leads change efforts by developing departmental change management strategy in partnership with senior leadership and creating opportunities to involve employees.
  • Openly discusses expressed concerns and fears over change within the department, and facilitates the dialogue to address and overcome them.
4.4 excellent trustpilot rating
green circle info icon  This position is open. This job was posted on Fri May 13 2022 and expires on Sun Jun 12 2022.
Minimum $63,151
$81,319 average
Maximum $100,177

Tasks

  • Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
  • Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.
  • Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
  • Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
  • Represent organization at personnel-related hearings and investigations.
  • Negotiate bargaining agreements and help interpret labor contracts.
  • Identify staff vacancies and recruit, interview, and select applicants.
  • Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
  • Prepare personnel forecast to project employment needs.
  • Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.
  • Investigate and report on industrial accidents for insurance carriers.
  • Administer compensation, benefits, and performance management systems, and safety and recreation programs.
  • Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.
  • Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization.
  • Allocate human resources, ensuring appropriate matches between personnel.
  • Oversee the evaluation, classification, and rating of occupations and job positions.
  • Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
  • Analyze training needs to design employee development, language training, and health and safety programs.
  • Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
  • Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
  • Prepare and follow budgets for personnel operations.
  • Conduct exit interviews to identify reasons for employee termination.
  • Develop, administer, and evaluate applicant tests.
  • Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards.
  • Contract with vendors to provide employee services, such as food service, transportation, or relocation service.
  • Provide terminated employees with outplacement or relocation assistance.

Skills

  • Reading Comprehension - Understanding written sentences and paragraphs in work related documents.
  • Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
  • Writing - Communicating effectively in writing as appropriate for the needs of the audience.
  • Speaking - Talking to others to convey information effectively.
  • Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
  • Active Learning - Understanding the implications of new information for both current and future problem-solving and decision-making.
  • Learning Strategies - Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things.
  • Monitoring - Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
  • Social Perceptiveness - Being aware of others' reactions and understanding why they react as they do.
  • Coordination - Adjusting actions in relation to others' actions.
  • Persuasion - Persuading others to change their minds or behavior.
  • Negotiation - Bringing others together and trying to reconcile differences.
  • Instructing - Teaching others how to do something.
  • Service Orientation - Actively looking for ways to help people.
  • Complex Problem Solving - Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
  • Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one.
  • Systems Analysis - Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.
  • Systems Evaluation - Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system.
  • Time Management - Managing one's own time and the time of others.
  • Management of Personnel Resources - Motivating, developing, and directing people as they work, identifying the best people for the job.

Knowledge

  • Administration and Management - Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
  • Customer and Personal Service - Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
  • Personnel and Human Resources - Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
  • Psychology - Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.
  • Education and Training - Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
  • English Language - Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
  • Law and Government - Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.

Visteon

Description

Visteon Corporation is one of the fastest-growing global leaders of multiple businesses in manufacturing, designing, and supplying smart, automotive electronics systems digital cockpits for electric and automated vehicles in the automotive industry. Visteon Corporation was established in 2000. The primary headquarter is based in Van Buren Township, Michigan, the United States, with approximately 10,000 employees at more than 40 facilities in 18 countries, including Asia, North America, and Europe. Sachin Lawande is the President/Chief Executive Officer. It is a public limited company. Visteon Corporation manufactures electronic products and connected car services under three main divisions for climate, electronics, and interior systems, including instrument clusters, displays, telematics, domain controllers, audio head units, audio systems, voltage power controllers, control panels, and more for a diversified customer base and major automakers worldwide.
Type

Company - Public

Size

Large

Revenue

$5B to $10B

Location

Multiple locations

Industry

Manufacturing/Mechanical/Mining

Founded

2000

CEO

Sachin Lawande

Website

Visit Website

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