Director, HR Business Partner - Global Marketing, Refinish

Primary Responsibilities Collaborate with leaders to define and analyze business priorities and challenges to understand the business, talent and employee experience implications within and across the organization. Ensure that the people and organizational strategies are effective in achieving desired business outcomes. Provide strategic advice, counsel and solutions to business leaders on people management aspects of their business, to include driving organizational development, team effectiveness, D&I, culture initiatives, and employee engagement solutions. Partner with the Talent CoE to identify executive coaching and learning and development interventions to improve capabilities, resolve gaps, and drive business results. Lead holistic organizational planning (talent, structure / design, culture, process) based on business needs, and pull through execution accordingly. Coach and guide leaders on the development and execution of talent management and development plans for the business unit with a focus on enhancing the quality of leaders and managers, building skills and capabilities of the workforce and ensuring succession bench strength. Leverage HR and business analytics to drive decision-making and talent capability development, predict internal and external trends, and develop influential business cases for HR solutions. Direct, develop and drive the business unit/function’s global workforce plan and human capital strategies by acquiring and maintaining in-depth knowledge of the business, and partnering with Talent Acquisition, Talent Management and Finance to ensure a feasible, pro-active workforce plan is in place and well executed. Design and deploy change management plans, providing support and guidance to leadership teams on their business and culture transformation process. Lead M&A due diligence and integration planning, in partnership with relevant Centers of Excellence. Participate in the selection and assimilation of key / critical leadership roles within the business. Serve as a talent scout. Orchestrate key HR process planning and roll-up for assigned BU/function, facilitating the work at the executive level (succession planning, compensation planning, performance management, etc.). Minimum Requirements 10+ years of progressive HR experience with 5+ years in an HR business partner leadership role, engaging at the Executive level Bachelor’s Degree or equivalent in Human Resources Management, Business or related field; Master’s Degree preferred Strong business acumen Experience partnering globally with senior level executives Demonstrated ability to work in and manage ambiguity – dealing with issues that do not always have a process or a system in place Ability to position self as credible (garners respect, acts with integrity, keeps commitments); proactive (has a point of view, challenges assumptions, takes initiative); and a trusted thought partner (builds relationships, delivers results) Ability to provide creative solutions and unique approaches to HR/business challenges Proven experience in managing multiple projects with strong prioritization skills Demonstrated experience in navigating through strategy and tactics in a fluid manner Independent work style, balancing the need for collaboration with minimal supervision Ability to look at issues holistically and utilizes a data-drive approach to analysis and problem solving Overview The Director, HR Business Partner – Global Marketing, Refinish will work in partnership with key executive and senior leaders (EC through EC – 1) on a global scale in the development and delivery of people strategies and plans to build a talented, sustainable team of Axalta colleagues. The HRBP develops relationships with peers, business stakeholders and internal clients to effect meaningful and relevant change across the organizations with whom they partner. The HRBP will align to the strategic talent agenda with the BU/functional HR leadership for the BU/function that they support, and partner with the People Experience Leaders globally on delivery and execution. The HRBP may also have regional responsibility and serve as a main point of contact for region-specific needs.
Collaborate with leaders to define and analyze business priorities and challenges to understand the business, talent and employee experience implications within and across the organization. Ensure that the people and organizational strategies are effective in achieving desired business outcomes. Provide strategic advice, counsel and solutions to business leaders on people management aspects of their business, to include driving organizational development, team effectiveness, D&I, culture initiatives, and employee engagement solutions. Partner with the Talent CoE to identify executive coaching and learning and development interventions to improve capabilities, resolve gaps, and drive business results. Lead holistic organizational planning (talent, structure / design, culture, process) based on business needs, and pull through execution accordingly. Coach and guide leaders on the development and execution of talent management and development plans for the business unit with a focus on enhancing the quality of leaders and managers, building skills and capabilities of the workforce and ensuring succession bench strength. Leverage HR and business analytics to drive decision-making and talent capability development, predict internal and external trends, and develop influential business cases for HR solutions. Direct, develop and drive the business unit/function’s global workforce plan and human capital strategies by acquiring and maintaining in-depth knowledge of the business, and partnering with Talent Acquisition, Talent Management and Finance to ensure a feasible, pro-active workforce plan is in place and well executed. Design and deploy change management plans, providing support and guidance to leadership teams on their business and culture transformation process. Lead M&A due diligence and integration planning, in partnership with relevant Centers of Excellence. Participate in the selection and assimilation of key / critical leadership roles within the business. Serve as a talent scout. Orchestrate key HR process planning and roll-up for assigned BU/function, facilitating the work at the executive level (succession planning, compensation planning, performance management, etc.).
10+ years of progressive HR experience with 5+ years in an HR business partner leadership role, engaging at the Executive level Bachelor’s Degree or equivalent in Human Resources Management, Business or related field; Master’s Degree preferred Strong business acumen Experience partnering globally with senior level executives Demonstrated ability to work in and manage ambiguity – dealing with issues that do not always have a process or a system in place Ability to position self as credible (garners respect, acts with integrity, keeps commitments); proactive (has a point of view, challenges assumptions, takes initiative); and a trusted thought partner (builds relationships, delivers results) Ability to provide creative solutions and unique approaches to HR/business challenges Proven experience in managing multiple projects with strong prioritization skills Demonstrated experience in navigating through strategy and tactics in a fluid manner Independent work style, balancing the need for collaboration with minimal supervision Ability to look at issues holistically and utilizes a data-drive approach to analysis and problem solving