Northern Trust
Head of C&IS HR Consulting (Finance)
The focus of this role is on the future of the organization and sits as part of the leadership team in the business. This partner is involved in helping drive business decisions by delivering the appropriate HR support and coordinating with the Sr. HR Business Partners in both EMEA and APAC who support the C&IS business in these regions. This role has day to day management responsibilities for a small, business-focused team of Sr. HR Business Partners and HR Business Partners based in North America who support varying levels of managers in C&IS. Management responsibilities and decisions likely include hiring, performance reviews, pay decisions and development. Achieves goals mostly through work of others.
Major Duties
•Contributes to the development of the business strategy by partnering with business leaders to identify, prioritize and build organizational capabilities, competencies, skills, and processes.
•Develops and leads execution of HR strategy, aligned with strategic priorities of assigned business unit(s) or geographies (country/region) on workforce specific issues , including alignment of talent priorities to business strategy
•Utilizes data to proactively identify opportunities for HR to add further value and assess efficacy of programs
•Leads all major people initiatives within business units or geographies and drive proactive collaboration with COEs including organization design, performance management, total compensation planning, recruitment strategy, engagement and training and development.
•Supports managers in forecasting, planning and developing their talent pipeline requirements in line with the function/business strategy and employee demographics.
•Proactively identifies potential human resources policy or program changes and recommends alternative practices to the appropriate Human Resource area.
•Provides expert advice and coaching to senior managers, and employees when appropriate.
•Drives change through the business and its HR programs utilizing change management tools.
•Directly interacts with the most senior levels of business management and acts as a trusted advisor to senior management by building and establishing effective, consultative relationships.
•Acts as a liaison between the line and HR COEs to ensure the alignment of internal client needs and HR activities.
•Participates in or leads special committees, councils, or projects to strategically develop, implement and administer HR programs and policies for the organization often requiring cross functional HR coordination.
•Builds effective relationships with Sr. HRBPs/HRBPs/Associate HRBPs to stay informed on relevant business trends and people issues and share business strategy and senior management updates related to client groups.
•Organizes the work of the team, assigns tasks, sets short-term priorities, monitors all activities and ensures timely and accurate completion of the work
•Identifies and solves complex, operational and organizational problems leveraging the appropriate resources within or outside the department
•Guided by organization functional business plans, impacts the department results by supporting and funding of projects, products, services and/or technologies
Knowledge/Skills
•Expertise in strategic consulting
•Expertise in utilizing data to drive business decisions
•Domain expertise in HR principles, policy and process
•Exceptional relationship management and communication skills
•Deep experience in organizational effectiveness, including workforce planning and org design
•Deep financial acumen and innovative thinking
•Strategic risk assessment and management
•Expertise in conflict resolution
•Conducts performance management and career development processes, oversees and executes staffing and disciplinary actions
•Applies knowledge of key business drivers and the factors that maximize department performance
•Persuades managers and leaders to take action and/or negotiates with external partners/vendors/clients
•10 or more years of relevant experience
•Proven knowledge of both HR and business unit strategies, and a demonstrated ability to be able to link both
•Innovative thinking to identify new ways for HR to support the business strategy and the ability to collaborate across COEs to develop clear, actionable solutions
•Experience in leveraging analytics and data to develop and implement people related strategies, with a strong focus around DE&I
•Experience in supporting change management and organizational design efforts for large scale, transformational initiatives
•Significant knowledge of HR policies and processes (e.g. workforce planning, talent management, compensation)
•Knowledge of local employment laws
•Experience working in a multi-country environment preferred
•Experience working in the financial services industry preferred
•Prior management experience strongly preferred
•Strong consulting, interpersonal, teamwork, communication and client servicing skills