Commercial HR Director, Global Engineered Materials Business

As the Commercial HR Director, Global Engineered Materials Business for T&I, S&OP and P&L, you will play a pivotal role in shaping the HR landscape for approximately 1,000 employees and multiple Executive Leaders. As a strategic leader, you will be responsible for aligning HR strategies with business objectives to drive organizational success. This role involves partnering with senior leadership to develop and implement HR initiatives that enhance employee engagement and organizational performance. The HR Business Partner will provide guidance and support in areas such as workforce planning, performance management, organizational effectiveness, coaching, leadership development and employee relations. This position requires a proactive and innovative approach to HR, with a focus on fostering a positive and inclusive workplace culture.

• →Cultivate Organizational Culture: Enhance organizational identity, pride, and morale by spearheading employee engagement, inclusion, diversity initiatives, and recognition programs.
• →Strategic Partnership: Collaborate with leadership teams to develop and implement human resource and talent strategies, focusing on current and future talent needs, recruitment, retention, and succession planning.
• →Talent Development: Identify talent gaps and create solutions to build a robust talent pipeline through job assignments, coaching, and training programs.
• →Talent Acquisition Liaison: Facilitate the talent acquisition process by defining roles, partnering with Talent Acquisition on staffing strategies, and coordinating with internal and external regional partners.
• →Global HR Strategy Implementation: Work with Global HR Partners to execute business strategies on a global scale.
• →Continuous Excellence: Leverage extensive experience in Continuous Excellence practices, methodologies, and tools to drive organizational improvement.
• →Implementation Collaboration: Partner closely with our HR COE partners to ensure effective service delivery execution across multiple HR transformation initiatives.

• Education: Bachelor’s degree in HR or Business is required; a Master’s degree in HR is preferred.
• Experience: 7-10 years of proven experience as an HR Business Partner and Organizational Development leader.
• Strategic Vision: Demonstrated ability to think strategically and deliver impactful results.
• Project Management & Communication: Project management skills coupled with strong, clear communication abilities.
• Leadership Influence: Proficient in problem-solving and skilled at influencing executive leadership to drive organizational goals.
• Organizational Expertise: Experience in organizational development and design, with a strong emphasis on data-driven decision-making.
• Adaptability: Ability to navigate ambiguity and adapt swiftly to changing circumstances.
• Travel Flexibility: Willingness to travel approximately 5-10% of the time.
• Relationship Building: Proven ability to build rapport and influence stakeholders at all organizational levels.
• Collaborative Partnering: Demonstrated success in partnering effectively with HR colleagues to deliver comprehensive business solutions.
• Communication Excellence: Superior interpersonal and communication skills, both written and verbal.
• Integrity and Courage: High level of integrity, honesty, and the courage to make difficult decisions.
• Time Management: Proven ability to adapt to shifting priorities, manage time efficiently, and lead with a hands-on approach.