Executive Director, HR Business Partner - Mid-West

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Requirements:

• 10 years of strategic Human Resources experience
• 3+ years HR leadership
• Experience identifying business opportunities and create and implement people strategies to address.
• Confirmed ability to build and handle relationships with field or senior business leaders; ability to coach and develop colleagues at all levels
• Proven collaboration skills with business leadership and with members of the HR centers of excellence.
• Critical thinking skills; ability to develop, document and communicate strategies
• Experience gathering data, analyzing issues, identifying core causes and address opportunities related to a diverse and dynamic slate of business challenges
• Recognizing development gaps and partnering across groups to solve them; strong facilitation and training skills
• Worked to triage and prioritize challenging priorities
• Project and change management skills to respond to short and long term business priorities
• Ability to impact, influence and drive action and accountability in others
• SHRM Certification
• Experience working in unionized environments

Responsibilities:

• Partner with Retail and Pharmacy Divisional Operations Leaders to develop and execute both long and short term business plans, providing input beyond the HR strategy
• Challenge business partners think differently regarding HR and operational issues; Act as a thought partner, challenging current thinking and modeling creative problem-solving to impact business decisions
• Identify the HR levers (selection, job design, training, compensation, recognition) that will improve the impact of organizational capability on business outcomes
• Partner with HR peers (HRBPs and COE) to provide integrated solutions to the business
• Drive talent development strategies and goal setting for Store colleagues and Field Management
• Partner with COE’s to create and execute engagement and labor relations strategies.
• Team with business leaders to organize their optimal structure and human capital requirements
• Evaluate and adjust human capital based on business needs in partnership Business Leaders
• Champion a change capable organization that helps colleagues to thrive in a constantly changing environment
• Orchestrate the pace and process of change (i.e. new rollouts, programs, tools, etc.) to ensure delivery of outcomes by helping leaders to clearly articulate critical few behaviors to inspire colleagues and build openness
• Assess commitment and sustainability of change(s) using a variety of methods to gather colleague perspective
• Broker advising, project, and other work with Centers of Excellence, using Enterprise resources and expertise
• Diagnose issues at a Division level and engages appropriate COE expertise
• Share key insights and actions based on HR data and metrics
• Utilize trend reporting to help Leaders make business improvements; sponsors new ideas/solutions; takes initiative to improve results
• Enthusiastically identify future trends and potential root causes
• Anticipate and probe into the core of problems to determine underlying patterns, root causes and identify and implement optimal short- and long- term solutions
• Demonstrate technology, tools, and resources to optimize organizational effectiveness (people, process, policy)
• Ensure selection and talent management tools are being used effectively by all
• Integrate relevant data and information (for example, labor statistics, seasonal data, unique market characteristics, local labor supply, organizational planning), and apply the findings to positively impact the Divisional HR strategy
• Make recommendations for specific compensation changes; ensures fairness in all compensation related decisions
• Partner with Advice and Counsel COE as needed to ensure all policies and procedures are being communicated
• Recognize, articulate and shape company culture
• Ensure teams are exhibiting the CVS Health values and partner with them to shadow appropriate behaviors
• Consistently uphold culture norms publicly
• Drive diversity awareness and demonstrate behaviors that create a culture of acceptance and inclusion
• Dedicatedly assess business for possible union vulnerability; work with Leaders and Labor Relations to resolve employee concerns, educate team to avoid union related issues
• Drive the development of innovative and effective processes designed to increase colleague engagement and organizational success
• Sustain Leader focus on engagement of colleagues; recognizes trends; designs and implements solutions