HR Director will play an integral role collaborating with the senior leadership for several functions in the organization in a strategic and tactical capacity.
In this position, you will be responsible for HR programs including, but not limited to, performance management, compensation and benefits, employee relations, strategic staffing, management of an HR team and collaboration on other ad hoc HR initiatives and projects.
You will be an integral part of the Human Resources strategic business initiatives during a transformational time, working closely with peers and the Centers of Excellence across HR (COEs). You'll be on the front line of partnering with Senior Vice-Presidents, Vice-Presidents and Senior Directors, driving all organizational development needs, talent management, change management and business initiatives. You will be a crucial member of the Leadership team as well as the HR Business Partner community. You will drive processes that support change and optimize the company's investment in human capital while ensuring alignment and support of corporate culture and business initiatives.
Minimum 8 years of related HR experience plus a Master's Degree or minimum 12 years related HR experience plus a Bachelor's Degree
Ability to successfully navigate and deliver in a global, high-growth, changing environment in high tech working with technical organizations
Executive presence and strong communications skills, and ability to influence at the senior leadership level
Demonstrated success working in a highly collaborative, matrixed environment, with a track record of accomplishments with measurable business impact
Ability to address difficult issues and make tough decisions.
Skilled at driving change, shaping culture, influencing leadership, developing talent, managing risk and ensuring compliance.
Full knowledge of legal implications of the employment relationship in the U.S.
Excellent interpersonal, communications and presentations skills
Excellent project management skills along with negotiation and mediation skills
Demonstrated leadership ability and ability to communicate with all levels of management and employees
Proven background as an effective strategist and practitioner with a solid track record of successfully implementing HR programs and initiatives.
Versatility, flexibility and enthusiasm
A team player and willingness to pitch in when needed on various initiatives and projects
Partner with senior leadership to design, plan and implement creative, best-in-class HR strategy, initiatives and solutions.
Build credible, trusted relationships with senior leadership and managers to understand their business needs, challenges and business objectives
Manage and provide leadership to two direct reports.
Act as a strong role model, providing mentorship and support for growth, ensuring clear goals and objectives are established and achieved.
Assess culture, market and employee trends. Educate leaders on effective HR practices that will positively affect the business.
Identify, support, and drive change management and OD efforts as needed, consulting with relevant HR leaders as appropriate.
Coordinate with other Global HR Business Partners on shared issues and solutions.
Address employee relations matters to facilitate the resolution of all matters.
Collaborate with appropriate COE organizations and peer HRBPs (both functional and GEO based) to gather information, address concerns proactively, and ensure business compliance with HR programs.
Ensure that business leaders are making decisions and taking actions that are in accordance with company policy and legal requirements
Assist in the development, design and execution of corporate HR programs and projects. Must possess the initiative and capability to own and drive a program or project to completion with little to no supervision.
Improve manager and employee performance by pro-actively identifying and assessing problems; evaluating potential solutions; implementing selected solution; coaching and counseling leaders, managers, and employees.
Partner with COEs (within HR and external to HR) to actively manage the employee life cycle; pro-actively identify trends, gaps in process, support, capabilities and/or efficiencies and address to resolution.
Protect organization's value by keeping information confidential.
Update job knowledge and capabilities by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
Enhance department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.
Support Functional programs as applicable and appropriate.
Participate in M&A process as applicable.
Avaya is an Equal Opportunity employer and a U.S. Federal Contractor. Our commitment to equality is a core value of Avaya. All qualified applicants and employees receive equal treatment without consideration for race, religion, sex, age, sexual orientation, gender identity, national origin, disability, status as a protected veteran or any other protected characteristic. In general, positions at Avaya require the ability to communicate and use office technology effectively. Physical requirements may vary by assigned work location. This job brief/description is subject to change. Nothing in this job description restricts Avaya right to alter the duties and responsibilities of this position at any time for any reason.