Human Resources

• Identify the most pressing talent opportunities and workforce challenges within NA Specialty, ensuring alignment with business strategy and priorities.
• Help shape HR priorities based on internal trends and functional needs and ensure delivery of high-impact HR solutions.
• Drive execution of both enterprise-wide and function-specific HR initiatives, adapting solutions to the needs of corporate departments.
• Partner with Senior Director and Talent Acquisition to build out a talent acquisition function for Specialty and lead the associated change management activities as this is implemented within your assigned business areas.
• Partner with Talent Acquisition and functional leaders to build and manage robust hiring pipelines and deliver an exceptional onboarding experience.
• Monitor external workforce and talent trends, providing actionable recommendations to improve internal talent strategies.
• Lead and resolve complex employee relations matters, acting as a point of escalation and policy expert for Specialty teams.
• Collaborate with leadership to design and implement change management strategies related to organizational redesigns, process transformations, or new technology adoption.
• Facilitate cultural integration efforts and inclusive practices within Specialty functions, enhancing cohesion, trust, and belonging.
• Support employee lifecycle moments including onboarding, career growth, and offboarding with a consistent and thoughtful approach.
• Retain critical talent by identifying high-value employees and recommending tailored development, recognition, and retention strategies.
• Evaluate roles within the Specialty job architecture to support equitable and competitive compensation strategies in partnership with the Compensation team.
• Identify and develop high-potential employees for leadership succession planning and long-term workforce stability.
• Coach leaders on career development practices, helping them guide their teams through personalized growth journeys.
• Contribute to the design and facilitation of training programs aimed at upskilling corporate function employees.
• Oversee performance management systems to ensure timely, constructive feedback and performance improvement efforts.
• Foster transparency and open dialogue by communicating clearly with employees, addressing concerns, and supporting change initiatives.
• Act as a steward of HR policies and continuous improvement, gathering feedback, running audits, and refining HR programs and data practices.
• Serve as a strategic advisor to corporate leaders, helping them anticipate talent risks, navigate ambiguity, and lead through complexity.
• Promote collaboration within the HR community and with stakeholders across corporate teams to drive unified and consistent support.
• Challenge assumptions and guide corporate leaders on the talent implications of business decisions, offering evidence-based alternatives.
• Manage ad-hoc priorities with agility, reprioritizing to meet evolving business needs.

Senior HR Business Partner

Benefits Specialist

Workday Analyst, HR Technology & Systems

Manager, Business – HR

Benefits Specialist

Senior Manager – HR Field Operations, Lifestyle