Job Overview

Reporting to the CS VP of Human Resources, the HR PMO sets the CS HR strategy in line with segment business priorities and ensures alignment with enterprise HR functional objectives. This position implements policies at the segment level, partnering with HR, leaders and employees to drive business and companywide programs and initiatives including but not limited to: annual processes (performance management, compensation planning, Every Voice Counts, and OLR), talent attraction, total rewards, talent management, project & change management, and analytics.
This position will act as a business partner and key player in driving excellence in a global organization. This role will also serve the business as a strategic partner and will closely collaborate with the Regional HR Teams and HR Innovation Centers.
Responsibilities

Strategy

• Collect and utilize annual VOC/VOB and HR Strategy to establish annual CS HR Priorities
  
• Facilitate strategic planning and provide ongoing oversight of HR’s progress in achieving goals to ensure alignment with business and functional strategies
  
• Coordinate change management on key initiatives with key stakeholders as appropriate
  
• Provide HR direction to meet business goals, in partnership with the BU and functional leadership team(s), the COEs and the Regional HR teams
  
• Analyze trends and metrics as they apply to client groups, develop proactive actions to further support business goals and people strategy
  
• Drive organizational culture towards TE values and Segment President’s vision, unleash people’s potential through development & inclusion

Execution

• Drive and execute priorities aligned with the business strategy through streamlined CS PIM process
  
• Responsible for master program/project planning for all segment work to enable holistic tracking, resource planning, effective change management and risk mitigation, in partnership with the central HR PMO function
  
• Co-lead and establish project plans to drive specific project execution and achieve desired outcomes and establish review/escalation through tiered accountability
  
• Coach & Partner with Segment Management Team to provide advice, creative problem solving and counsel on HR related matters
  
• Drive the execution of global HR processes, including but not limited to goal setting, mid and year-end performance reviews, Organizational Leadership Review (OLR), and compensation cycle
  
• Collaborate on projects on an ad-hoc basis with HR COEs and HRBPs and provide business input to COEs on policies/tools required
  
• Drive and advocate for a “One-HR Operating Model” and ensure seamless execution and delivery to the business
  
• Drive HR operational excellence through TEOA

Talent

• Leverage talent management processes and OLR to support the business
  
• Drive employee engagement through effective communication & programs by collaborating with various stakeholders including CS I&D Council and communications teams
  
• Develop specialized talent programs to meet the talent needs of the business
  
• Be the voice of the segment in balancing the business needs, center needs, and needs of employees so the business runs as effectively as possible
  
• Self-motivated; not afraid to ask questions and ask for help
  

What your background should look like:

• Bachelor’s degree or above; HR related major preferred
  
• Minimum 8 years of professional working experience in an HR environment required; breadth of HR knowledge and skills in a variety of fields in an international context
  
• Experience with Change Leadership, Talent management, and Project Management
  
• Ability to work with complex data analytics
  
• Experience working with global teams
  
• Strong project management/change management/time management skills and proven ability to effectively manage multiple competing priorities
  
• Business Acumen (understanding how the business works from customers and markets to operations and financial points of view) in creating value for TE.
  

Competencies