HR Head of Strategic Planning and Execution

Flores Financial Services; Philadelphia (Philadelphia County); On-site; USD 90,000 - 150,000; Full time

Job summary

An established industry player is seeking an HR Head of Strategic Planning and Execution to join their leadership team. This pivotal role will involve collaborating with senior executives to translate HR strategies into actionable plans, ensuring alignment with business goals. You will lead complex projects, monitor performance, and manage change initiatives, all while fostering strong relationships across the organization. If you're a strategic thinker with exceptional project management skills and a deep understanding of HR best practices, this opportunity offers a chance to make a significant impact within a dynamic environment.

Qualifications

• 8+ years of progressive HR experience, with at least 5 years in a strategic planning role.
• Master's degree or MBA preferred for advanced understanding.

Responsibilities

• Collaborate with CHRO to develop and refine HR strategy aligned with business objectives.
• Drive execution of HR initiatives and manage cross-functional project teams.

Skills

Strategic Thinking

Leadership

Communication

Project Management

Problem Solving

HR Expertise

Emotional Intelligence

Education

Bachelor's degree in Human Resources

Master's degree or MBA

Job description

HR Head of Strategic Planning and Execution

Philadelphia, Pennsylvania, United States

About the job HR Head of Strategic Planning and Execution

Job Title: HR Head of Strategic Planning and Execution

Job Summary: As the HR Head of Strategic Planning and Execution (SPE), you will be a vital member of the HR leadership team, reporting directly to the Chief Human Resources Officer (CHRO). The HR Head of SPE serves as a force multiplier for the CHRO, ensuring the effective execution of the HR strategy and enabling the CHRO to focus on the most critical priorities. This individual will work closely with the CHRO, the HR Leadership Team, and other senior executives to drive key initiatives, manage complex projects, and enhance the overall effectiveness of the HR function. You will be responsible for translating the overarching HR strategy into actionable plans and overseeing their execution across the organization. This role demands a strategic thinker with exceptional project management skills, a deep understanding of HR best practices, the ability to influence and collaborate with stakeholders at all levels, and a deep understanding of HR and the broader business context.

Responsibilities:

• Strategic Planning:
• Collaborate with the CHRO and other HR leaders to develop and refine the overall HR strategy, ensuring alignment with the organization's business objectives.
• Conduct thorough analysis of internal and external factors (e.g., market trends, workforce demographics, regulatory changes) to inform strategic planning efforts.
• Identify key HR priorities and translate them into clear, measurable, and achievable strategic goals.
• Execution and Implementation:
• Drive the execution of key HR initiatives and projects, ensuring alignment with the overall HR strategy and business objectives.
• Develop detailed project plans, including timelines, resource allocation, and success metrics, to ensure the successful execution of HR strategic initiatives.
• Lead and manage cross-functional project teams, providing guidance, support, and accountability.
• Oversee the implementation of HR programs, policies, and processes, ensuring consistency and effectiveness across the organization.
• Oversee the preparation of presentations, reports, and other materials for the CHRO.
• Ensure effective communication from the CHRO's office to the broader HR organization and the firm.
• Develop and manage the budget for strategic HR initiatives.
• Performance Monitoring and Evaluation:
• Establish key performance indicators (KPIs) to track the progress and impact of HR strategic initiatives.
• Regularly monitor and analyze performance data, identify areas for improvement, and recommend corrective actions.
• Prepare and present reports on HR strategic performance to the CHRO and other senior leaders.
• Change Management:
• Lead and manage organizational change initiatives related to HR strategy implementation.
• Develop and implement communication plans to ensure stakeholder awareness and engagement.
• Provide coaching and support to HR team members and managers to facilitate change adoption.
• Stakeholder Management:
• Build and maintain strong relationships with key stakeholders across the organization, including senior leaders, managers, and employees.
• Influence and collaborate with stakeholders to ensure buy-in and support for HR strategic initiatives.
• Prepare the CHRO for internal and external meetings, providing briefing materials and ensuring they are well-prepared to engage effectively.
• Track action items and follow-up on commitments made in meetings.
• Act as a trusted advisor to the CHRO and other senior leaders on matters related to HR strategic planning and execution.

Qualifications:

• Bachelor's degree in Human Resources or Business Administration, or a related field; Master's degree or MBA preferred.
• 8+ years of progressive HR experience, with at least 5 years in a strategic planning or leadership role.

Skills and Competencies:

• Strategic Thinking: Ability to think strategically and connect HR initiatives to the broader business context.
• Leadership: Proven leadership skills with the ability to influence and motivate others.
• Communication: Exceptional written and verbal communication skills, including the ability to communicate effectively with senior executives.
• Relationship Building: Strong interpersonal skills with the ability to build trust and rapport with individuals at all levels.
• Project Management: Strong project management skills, with experience leading complex, cross-functional projects. Ability to manage multiple priorities and meet deadlines.
• Problem Solving: Excellent analytical, problem-solving, and decision-making skills.
• Discretion: Unwavering discretion and ability to handle sensitive information with confidentiality.
• Business Acumen: Strong understanding of business principles and practices.
• HR Expertise: Deep understanding of HR functions, processes, and best practices.
• Influence: Ability to influence without direct authority.
• Emotional Intelligence: High level of emotional intelligence and self-awareness.
• Adaptability: Ability to thrive in a fast-paced, dynamic environment.
• Technology: Deep understanding of HR best practices, trends, and technologies.