Sr Director Talent Business Partner

Job Description

If you want to have the opportunity to drive strategic talent and organizational initiatives for 500 employees across North America while working in a highly collaborative and motivated team of HR professionals and seeking to challenge yourself and others to learn and grow then this is the role for you! We are looking for a Senior Human Resources Director to lead and partner with executives who are building transformational solutions that underpin the KC transformation and growth agenda.

As a senior HR leader the purpose of your role is to continually evolve the business to win in the marketplace through our people culture processes and systems. This is accomplished by focusing on talent leadership engagement and effective change management. Attuned to the human aspects of the role it is critical that you are a role model leader talent development champion and the owner of culture transformation within the organization.

The ideal candidate will have a proven track record of operating within a global matrix environment and delivering exceptional results. The Senior HR Director is expected to have a clear understanding of what needs to change to meet future business priorities (both planned and unplanned) as well as support leaders in navigating both the present and the future while having responsibility to determine behaviors skills and capabilities needed to be successful. The ability to not only connect the dots but translate information and develop solutions that are relevant and sustainable within your organization is a must.

As a senior member of the North America Professional and Marketing Capabilities leadership teams this role is vital to ensuring the function is set up for success from a people perspective both now and in the future.

Strategic Partner responsible for setting people strategies that build the next diverse generation of leaders and ensure the organization has the right capabilities and culture needed to deliver the strategic agenda.

• Develop and implement people strategies and successfully execute the talent agenda for North America Professional Marketing Capabilities businesses.

• Educate the business on people trends and impact to broader strategy work. Uses data and metrics to drive decisions and build recommendations for future plans and actions.

• Engage deeply with leaders and employees to understand the needs and help shape strategies resulting in the desired culture and overall talent agenda.

• Proactively identify challenges and build effective scalable and lasting solutions.

• Workforce planning: Identify and predict current and future talent needs. Influence the design and implementation of strategic talent management solutions (e.g. planning movement development) in partnership with Talent Management and business leadership. Apply knowledge of the future direction of the organization to guide talent assessment and make decisions on talent needs and solutions (e.g. whether to build buy or borrow talent).

• Talent Management: Identify strategies to influence the talent development plans and programs. Establish a roadmap for talent development to build capabilities across levels. Leverage and adapt talent and learning solutions to optimize core and critical talent. Drive robust succession plans for critical roles throughout the organization to create a diverse pipeline and enable the strategic development of talent.

• Talent Acquisition: partner closely with the Talent Acquisition COE on the functional Talent Acquisition strategies employee value proposition and employer brand in local markets around the globe.

• Advance the impact of Inclusion Equity & Diversity (IE&D)by engaging the workforce to partner in driving solutions.

• Understand the business plans and guide the organization and job design to meet the business needs in both the short and long term.

• Utilize external best practices and provide thought leadership through customer consumer and employee lens to ensure people processes support an optimal employee experience and business growth.

• Develop and implement plans to strengthen employees engagement and enablement through leaders including relevant wellbeing/engagement plans.

Operational Leadership overall responsibility for creating the right environment to allow employees and leaders to be the best they can be.

• Create and implement plans for a working environment that encourages Inclusion & Diversity as part of KCs culture.

• Ensure leaders have the right skills/capabilities and tools to be able to manage their team members life cycle.

• Develop strategic talent plans and ensure the alignment with organizational strategy data (e.g. attrition rates hiring trends) and budgets. Leverage Total Rewards to analyze the market competitiveness of the North America Family Care and Professional organizations compensation practices and identify strategies to harness the appropriate fiscal levers for driving engagement and retention.

• Influence business strategy to include people and culture that delivers solutions that support the business to grow.

• Be a KC ambassador externally as part of the employer brand and the perception of KC as a leading company in the arena of HR and culture.

• Own and lead the business partner relationship in ensuring the right people strategy is implemented and executed to grow the business.

Leadership and Influencing Skills The role is consultative giving support to KC executive Csuite level leaders by:

• Designing and managing the implementation of interventions that improve leadership and team performance to achieve strategic objectives. Driving and collaborating with a variety of functions on leadership capability and support effective leadership team and/or other decisionmaking bodies on critical issues. Identifying strategies and action plans to transform leaders and teams to embody our values and ways of working.

• Partnering with and coaching managers and leaders to facilitate organizational and cultural change inclusive of our new company values ways of working and transformation agenda.

• Influencing peers COE partners and senior leaders across the company as well as immediate manager to drive to the right outcome from a people perspective.

• Possessing strong executive presence and a successful track record of partnering with senior executives delivering superior business results

• Showing personal passion about delivering on commitments being actionoriented having an intense performance orientation

• Showing ability to think & act strategically while delivering operational excellence

• Taking a change agent role within the leadership team and organization and build and execute large scale change plans

Key Capabilities:

Strategic Thinking Indepth understanding of the business the external environment customers and financial levers to create the right solutions from a people perspective as an integral part of the business strategy.

Talent Management Ensure the right talent strategies are in place to attract and retain a diverse talent pool who are capable of accelerating growth and have a positive impact on our culture. In addition champion KC externally to help build a more comprehensive talent environment strengthening KCs reputation as a great place to work.

Communications Inspire and motivate employees to be the best they can be through compelling communication aligned to KCs culture and business strategy.

Agility Promote develop and role model agile behaviors to support smart decision making.

Data champion High level of understanding of internal and external data metrics with the ability to apply them to both drive decision making and future people strategies as well as lead business behavior i.e. simplify and connect the dots to make the right decisions to increase performance. Ability to think sequentially and predict impact using data analytics.

Organization Effectiveness Lead and partner with the business in terms of Organization Design Leadership & Team Effectiveness Change Management Project Management.

HR Operator Mindset Own lead and drive workforce planning via sound headcount SG&A and budget management taking into consideration the overall P&L.

Qualifications and Experience:

• 12 years of progressive HR experience.

• A BS/BA in Human Resources Business or related field. Advanced degree in HR Business Management IndustrialOrganizational Psychology or related field is preferred.

• Previous HR Business Partner experience in a related environment is strongly desired.

• Must have demonstrated competence in supporting and facilitating the daytoday HR needs of a diverse population: employee relations organizational development coaching training and development and an understanding of compensation and benefits.

• The ability to deal effectively with ambiguity recognize trends and identify systemic approaches to solving problems in this fastmoving constantly changing environment is imperative.

• Experience working with senior leaders and multiple client groups is required.

• Candidates must have demonstrated skills in the areas of: business acumen consulting systems thinking data analysis job design and project management in a human resources role and structure.

• Expected travel is between 1020.

Total Benefits

Here are just a few of the benefits youd enjoy working in this role for KimberlyClark. For a complete overview see www.mykcbenefits.

Great support for good health with medical dental and vision coverage options with no waiting periods or preexisting condition restrictions. Access to an onsite fitness center occupational health nurse and allowances for highquality safety equipment.

Flexible Savings and spending accounts to maximize health care options and stretch dollars when caring for yourself or dependents.

Diverse income protection insurance options to protect yourself and your family in case of illness injury or other unexpected events.

Additional programs and support to continue your education adopt a child relocate or even find temporary childcare.

For KimberlyClark to grow and prosper we must be an inclusive organization that applies the diverse experiences and passions of its team members to brands that make life better for people all around the world. We actively seek to build a workforce that reflects the experiences of our consumers. When you bring your original thinking to KimberlyClark you fuel the continued success of our enterprise. We are a committed equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race color religion sex national origin disability status protected veteran status sexual orientation gender identity age pregnancy genetic information citizenship status or any other characteristic protected by law.

The statements above are intended to describe the general nature and level of work performed by employees assigned to this classification. Statements are not intended to be construed as an exhaustive list of all duties responsibilities and skills required for this position.

Employment is subject to verification of prescreening tests which may include drug screening background check and DMV check.

The North America salary range: $215500 $278500 USD

At KimberlyClark pay is just one aspect of our total rewards package which also includes a variety of benefits and opportunities to achieve thrive and grow. Along with base pay this position offers eligibility for a target bonus and a comprehensive benefits suite including our 401(k) and ProfitSharing plan. The anticipated base pay range for this role is provided above for a fully qualified hire. Actual pay will depend on several factors such as location role skills performance and experience. Please note that the stated pay range applies to US locations only.

Veterans and members of the Reserve and Guard are highly encouraged to apply.

KimberlyClark will support incountry relocation for the chosen candidate. The benefits provided will be per the terms of KimberlyClarks applicable mobility policies.The benefits/policy provided will decided in KimberlyClarks sole discretion.

Primary Location