Director, HR Consulting

Location: Atlanta, GA
Job Type: Direct Hire
Salary: $150,000.00 - $165,000.00
Degree: Doctorate;
Date: 4/12/2017
Job ID: 02470637
Job Description
Relo available, NO H1B

Acts as the Organizational Development Consultant, developing and maintaining a menu of Organizational Development interventions to support team effectiveness as a critical component of business effectiveness. Develops strategic partnerships with senior business leaders, HR Consultants and the HR Centers of Excellence to identify and implement change management initiatives that serve as critical levers in accomplishing business goals and objectives.  Initiates, supports and facilitates actions to enhance organizational effectiveness through interventions based on structure, programs, processes, and systems aimed at gaining a sustainable competitive advantage.
Essential Responsibilities:
  • Strategic Orientation - Act as HR strategist by understanding the business strategy and developing relevant solution to meet business needs. Serves as a thought partner/trusted advisor to the senior leadership team. Leads the effective implementation of HR Plans and initiatives to ensure achievement of objectives. Works with business leaders to initiate and implement an optimal organizational structure to accomplish business objectives. Coaches leaders and leadership teams to achieve excellent business results/outcomes. Facilitates, supports and consults on organizational structure design, redesign efforts to ensure the realization of intended business objectives. Leverages existing diagnostic tools and other HR Metrics and methodologies to support effective organizational decision making related to Human Resources. Interfaces with senior business leaders in the effective deployment and utilization of human capital and aligns HR priorities with the business agenda by developing comprehensive and fully integrated, sustainable HR programs and initiatives ((e.g. Organizational Change/Effectiveness, Talent Management, Workforce Planning, Labor/Employee Relations). Tracks and monitors the effectiveness of HR/Business strategies as a means of creating an environment of continuous process improvement.  
  • Change Management & Innovation - Proactively engages HR staff, client leaders and matrix partners to actualize change initiatives. Collaborates with senior leaders and project sponsors to provide change/project management consulting for large-scale, high priority strategic projects to successfully meet project objectives. Leverages data, integrates technology and other tracking mechanisms to enhance decision making while also ensure that customer expectations are met or exceeded.  Represents the region in national learning and organizational effectiveness initiatives.
  • Human Capital Strategy Execution - Implements, in partnership with the HR Centers of Excellence, highly effective Talent Management processes (e.g. succession management, leadership development and early career identification programs and initiatives). Influences senior business leaders in realizing the collective value of the organization's intellectual capital (competencies, knowledge and skills) optimizing and incorporating, these assets into the organization's procedures and structure. Leads the work for the Enterprise People Strategy that reflects the region's support of this strategy.
  • Regulatory/Labor & Employee Relations - Provides leadership and direction on all matters related to Labor Relations, Employee Relations and external regulators (e.g. EEOC/Affirmative Action, ADA, FMLA, ADEA). Works in partnership with LMP leaders ensuring that the spirit, goals and objectives of the Labor Management Partnership are instilled within the regional culture. Promotes innovative and positive changes in the Labor & Management Partnership. Maintains knowledge of policies and procedures ensuring the fulfillment of all state and federal regulatory requirements. Partners with legal counsel in the development of cases for arbitrations, mediation and NLRB hearings. Directs the timely investigation of compliance reporting and other investigative processes (e.g. human resources related allegations, complaints, disputes charges and/or lawsuits.  Provides supervisory and leadership to a team of HR Consultants and the Manager of Labor Relations.
Basic Qualifications:
  • Minimum seven (7) years of experience with demonstrated success in orchestrating organizational development and change initiatives. Human Capital/Human Resources experience in a highly matrixed and complex business environment.
  • Minimum five (5) years of experience in People Management and/or business leadership capacity and experience in multiple HR functions or a combination of Human Capital/HR Leadership and Operational Leadership.
  • Master's degree in organizational development/effectiveness, industrial relations, business administration OR six (6) years of experience in a directly related field.
  • High School Diploma or General Education Development (GED) required.
License, Certification, Registration
  • N/A

Additional Requirements:
  • Prior experience working with and acting as an advisor, coach or internal consultant to executives.
  • Demonstrated ability to determine the key business issues facing the organization and develop appropriate action plans from a multidisciplinary HR perspective.
  • Proven leader with a solid track record of successfully implementing human capital/human resource programs and initiatives.
  • Excellent interpersonal and influencing skills including the ability to build relationships and leverage resources within the function and across the enterprise.
  • Ability to think and act strategically while delivering operational excellence.
  • Proven ability to effectively manage in ambiguous situations with minimal direction.
  • Strong business acumen and analytical/problem-solving skills.
  • Excellent written and verbal communications skills with the ability to influence all levels of the organization.
  • Demonstrated knowledge in change management, organizational design and effectiveness, talent and performance management, strategic and operational planning and conflict management.
  • Negotiation skills with an understanding of conflict management concepts.
  • Executive Coaching.
  • Negotiation Skills.
  • Working and influencing in a Labor environment.
  • Demonstrating agility within a constantly changing environment.
  • Change Management and Process Improvement.
  • Senior Professional in Human Resources (SPHR) Certification