A career at McDonald’s is an opportunity to be the best at what you do in an environment where you are valued and respected. We are committed to creating a workplace where employees are rewarded and recognized for their contribution and supported by meaningful growth opportunities. We believe the best people in the world work right here.
Our Corporate Home Office has an exciting opportunity for a Senior HR Director. This position is leads National People Strategy and influences HR initiatives. This person oversees field HR service delivery and leads a Zone HR team to deliver on key People priorities. The Senior Director acts as a coach and subject matter expert for the Zone President and McDonald’s Corporate (McOpCo) General Manager and is a liaison to National Operator Leadership teams. She or he works collaboratively with HR Center of Excellence (COE) in order to provide feedback and deploy National initiatives as a leader in the USHR team.
Responsibilities
People Component of Business Strategy
§ Ensure assigned Regions have plans and tactics to activate the National People Strategy; influence People initiatives to be seen and leveraged as a key business driver
§ As a liaison to National Operator teams, work with National Operator lead(s) to support National People Strategy
§ Monitor progress against business goals and adjust National People Strategy and plan accordingly
Functional Expert and Advisor
§ Coach, counsel, provide direction to US Operations (Ops) Leadership team members to optimize the National People Strategy; assist US Ops Leadership teams in anticipating obstacles to delivering on the National People Strategy as well as possible ways to overcome them
§ Consult and provide recommendations to National Operator Leadership to optimize the National People Strategy
§ Leverage HO/COE resources appropriately and guide stakeholders and Zone HR team in leveraging the Global Business Services group
Talent Management
§ Provide coaching and feedback to US Ops Leadership on effective execution of internal Performance Development System Cycle
§ Identify opportunities for coaching and/or development to ensure US Ops leaders have honest talent conversations
§ Conduct workforce planning and help drive effective National succession planning
§ Support US Ops leaders in robust short-term and long-term development of themselves and Regional Officers
§ Partner with Diversity & Inclusion COE to ensure diversity initiatives are effectively executed throughout the US (e.g., advise Operator Diversity Networks)
§ Leads the selection and development of field HRDs
Employee Relations
§ Partner with Employee Relations COE to ensure employee engagement initiatives are effectively utilized within their assigned Zone
§ Partner with US Ops Leadership to ensure National Operator Leadership is aware of available optional employee relations programs, activities, and tools
§ Monitor National landscape, anticipate and inform Employee Relations COE, US Ops Leadership, National Operator Leadership, and US HR of pending employment trend changes or events that may impact the Brand
Change Management
§ Act as a change agent and champion for assigned Zone/McOpCo including subsequent People strategies
§ Act as a thought leader and catalyst for change by:
o Leading change management efforts by ensuring clear understanding among key stakeholders (US Ops Leadership, National Operator Leadership teams, Zone HR teams) about changes in the System
o Identifying needs for training and education for Leadership team regarding changes affecting the US
o Provide thought partnership with US Ops Leadership driving change on change plans and deployment
o Thinking creatively about ways US Ops Leadership can embrace change and move forward
Minimum Requirements
§ Applicants for this position should have a proven track record of success leading teams on people initiatives at a Director level or above.
§ The selected candidate requires residency in the local Chicagoland area with the ability to travel up to and beyond 50% as needed.
§ The ideal candidate will offer a well-rounded blend of expertise with the ability to:
o Embrace and take risks for the benefit of the business
o Engage in open, candid and honest dialogue
o Show integrity and mutual respect for one another
o Value diversity of background and experience
o Bring fun and enthusiasm to his/her team, together
o Champion the art of the possible rather than rationalizing the impossible
o Challenge and take on tough issues with empathy and active learning
o Stay flexible and adaptable
o Have a sense of urgency, learn from failures and move on
o Hold Self and the team accountable
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