Director - Human Resources - Fidelity Investments - Covington

Job description
Director, Human Resources
The HR Director role is part of the Personal Investing (PI) Human Resources team and is primarily aligned with the Distribution organization (branches and regional phone centers). The HR Director is a point of contact for several branch and regional phone center leaders and will work with the senior leaders in Distribution and PI to execute key HR and business unit initiatives under the direction of PI HR leadership (for example staffing, compensation, talent management, retention, etc). The incumbent will provide coaching to these leaders as appropriate, and will work with other members of the PI HR team and PWIS regional HR team to ensure alignment with regional and organizational HR/Business Unit initiatives. The incumbent will also work with HR colleagues across PWI and Fidelity to develop and execute key HR strategies and initiatives in support of the business strategy and goals.

Primary Responsibilities
Executes HR strategy within a division or business unit(s)
Implement and drive successful completion of HR programs and initiatives in support of Line business plans
Monitor progress of HR programs and initiatives against metrics and milestones, informing leaders as appropriate
Implement change management interventions and accountable for leading sub-processes
Coach senior leaders in personal leadership development, talent management, change management, organizational effectiveness, workforce planning, associate experience, etc.
Provide assigned leaders with workforce information and analytics when making key talent decisions (compensation cycles, talent reviews, leader retention, succession, etc.)
Support general human capital decisions through use of workforce data and analytics as appropriate
Understand the HR levers that impact labor costs to effectively use them in compensation planning and execution
Assess Employee Relations risks as observed and escalate for appropriate action
Implement Organizational Design solutions and may be accountable for leading a sub-process
In partnership with business units integrate existing workforce plans and staffing strategy when considering openings
May participate in interviews, candidate selection and compensation reconciliation & development
Use standard workforce planning methodology in assessing talent needs
May assist in analyzing current state of workforce to project human capital growth and link identification of required capabilities to development plans or location strategy
Desired Skills and Experience
Education and Experience
Bachelor's degree; Master's degree preferred
10+ years HR generalist/business partner experience, including strategic support of senior executives to align HR practices with business priorities and provide consultation on organization development initiatives
8-10 years of management and development experience. Some of this experience must be in the area of leadership development
Skills and Knowledge

Understanding of the business to influence business decisions and ability to provide sophisticated advice and coaching in response to business issues
Experience in executing an HR strategy and influencing individuals outside of HR to take action in best interests of the business
Confident in stepping forward to confront difficult issues
Understanding of HR interdependencies and uses understanding to ensure efficiency and scalability
Actively collaborates and builds relationships with HR partners to deliver results
Strong time management and personal organization capability
Interacts with senior level managers with confidence and exhibits strong understanding of issues and the business
Applies HR solutions and practices in a diverse business environment or under changing or ambiguous circumstances
Applies knowledge of HR to specific needs of the business-total rewards (compensation & benefits philosophies and programs); leadership and management development; organization and individual performance; succession and talent planning; staffing (candidate assessment)
Ability to use of HR measures to drive change
Uses pragmatic ways to implement and apply concepts
Strong organizational, communication and customer service skills
Proven experience in people management and leadership development
Significant experience in both project and program management with interest in start-up business process design
Experience with and in-depth knowledge of development processes, strategies, and evaluation methods
Experience in financial services industry preferred
Experience running medium to large complex projects or programs
Experience with apprentice programs a plus

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