Director Senior HR
Publicada: 25/10/2024
Mexico City
Indefinido
Transporte
Morgan Philips Executive Search is seeking a Senior Human Resources Director for a multinational Transport & Logistics Company:
ADVANCED ENGLISH IT´S A MUST
PEOPLE STRATEGY
Partner with the Head of Function/Geographical area to establish short and long term goals to drive business success ensuring the people agenda enables the strategy.
With the leadership team co-own the business agenda and enable the business making results.
TAA
Support senior hiring managers in defining job content and key competencies
Cooperate with Executive Search team recruitments employing both external channels as well as internal talent and succession pools.
DEVELOP AND SUPPORT PEOPLE
Act as sparring partner and courageous coach to senior leaders helping them to develop.
Support leaders building high performing teams that are prepared for the future needs of the organization.
PROMOTE EMPLOYEE ENGAGEMENT
Partner with senior leaders to build an engaging working environment across the Function/Geographical area.
REWARD AND RETAIN
Work with COE’s to prioritize and develop future HR policies and processes based on short and long term business needs.
Involved in compensation conversations related to executive and senior leaders, liaising with the Executive compensation team as necessary.
REDEPLOY AND RETIRE
Act as a talent broker to redeploy internal talent (i.e. in succession pools for senior roles), enabling impactful development opportunities as part of an agreed development plan.
Define people impact as an outcome of major projects and liaise with People Partnering organization on execution and deployment at local level.
LOCAL COMPLIANCE AND EMPLOYEE RELATIONS
Steer the approach for managing relationships with employee representative bodies linking it to the strategic business priorities. Always ensure open and transparent communication with employees and employee representative bodies.
Identify implications between business strategy, priorities and specific initiatives on one hand and employee relations landscape on the other.
ADVANCED ENGLISH IT´S A MUST
PEOPLE STRATEGY
Partner with the Head of Function/Geographical area to establish short and long term goals to drive business success ensuring the people agenda enables the strategy.
With the leadership team co-own the business agenda and enable the business making results.
TAA
Support senior hiring managers in defining job content and key competencies
Cooperate with Executive Search team recruitments employing both external channels as well as internal talent and succession pools.
DEVELOP AND SUPPORT PEOPLE
Act as sparring partner and courageous coach to senior leaders helping them to develop.
Support leaders building high performing teams that are prepared for the future needs of the organization.
PROMOTE EMPLOYEE ENGAGEMENT
Partner with senior leaders to build an engaging working environment across the Function/Geographical area.
REWARD AND RETAIN
Work with COE’s to prioritize and develop future HR policies and processes based on short and long term business needs.
Involved in compensation conversations related to executive and senior leaders, liaising with the Executive compensation team as necessary.
REDEPLOY AND RETIRE
Act as a talent broker to redeploy internal talent (i.e. in succession pools for senior roles), enabling impactful development opportunities as part of an agreed development plan.
Define people impact as an outcome of major projects and liaise with People Partnering organization on execution and deployment at local level.
LOCAL COMPLIANCE AND EMPLOYEE RELATIONS
Steer the approach for managing relationships with employee representative bodies linking it to the strategic business priorities. Always ensure open and transparent communication with employees and employee representative bodies.
Identify implications between business strategy, priorities and specific initiatives on one hand and employee relations landscape on the other.