Senior Director, HR Business Partner, Sales

Ref#: 22695

Function: Human Resources

Location: US, CA, San Mateo

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As the Information Company, our mission at OpenText is to create software solutions and deliver services that redefine the future of digital. Be part of a winning team that leads the way in Enterprise Information Management. 

The opportunity:

The Senior Director, HRBP acts as a trusted consultant and partner for the OpenText Sales, Sales Operations and Marketing function, across all aspects of talent planning and management. Reporting to the VP, Talent Management, the incumbent works in partnership with multiple LOB Executive leaders (ELT), Senior Leaders, as well as HR Centers of Expertise (COE’s) to define needs, co-create talent solutions and provide business lens input to the development of global people strategies.
The role is accountable for providing strategic advice and counsel to the business leaders on a range of HR matters including: talent retention and development, strategic talent acquisition, total rewards, workforce planning, organizational design, strategic initiatives, leadership development and pipelining and diversity and inclusion. The Senior Director, HR will drive innovative solutions to complex business/talent problems and lead the development of new initiatives in support of the Sales and Marketing talent agenda.

You are great at:

Strategy Talent Planning
• Understand business strategy, goals and priorities, talent risks and industry trends, to assess needs and barriers in order to drive business performance through development and delivery of people strategy and solutions
• Facilitate a talent planning inventory to assess current and future talent needs related to training/development and hiring needs vs supply
• Identify current and future talent needs and interpret critical HR metrics and impacts to business
• Partner with leaders to develop short and long-term talent strategies and goals to ensure alignment to strategic priorities. Provide meaningful guidance and insights to support planning
• Facilitate and support leadership pipeline discussions (gap analysis, succession planning, etc) aimed at developing future leaders
• Co-create talent strategies with business executives and COE leaders in all areas of talent management. Leverage COEs as subject matter experts in HR functional areas
• Serve as a strategic advisor and change agent related to business initiatives
• Use business insights and engagement measures to facilitate change. Builds the organization’s capacity to embrace and capitalize on change
• Advise on organizational design and structures
• Maintain awareness of emerging trends and best practices within business group and in external environment to ensure alignment of business objectives to the people strategy

Relationship Management
• Lead the relationships with assigned ELT and SLT leaders on behalf of the global HR function
• Partner with COEs to effectively provide business context as the COE designs, develops and implements talent related programs (e.g. performance assessment planning, talent management activities including assessment of potential and succession planning, compensation reviews, etc.)
• Act as a liaison to positively influence and align the agendas of both the business and HR and to ensure the business context is communicated and understood by the COEs
• Provide thoughtful and effective coaching to leaders on all aspects of HR
• Coach leaders to manage and maximize the skills/capabilities of their team members to create a high-performance culture
• Proactively seek out relationships with other stakeholders (business operations, FP&A, Site Leaders, etc)
• Provide dotted line leadership to regional HRBP teams and partnership with COEs to ensure that business context is applied to day to day talent management activities
• Engage Employee Relations to advise/guide leaders on difficult/complex ER matters as needed

Talent Metrics and Data Analysis
• Interpret and analyze talent metrics and data to assist in making appropriate business decisions and recommendations
• Form strong partnerships with FP&A and Business Operations to ensure that key talent operations elements are interpreted and applied
• Use data predictively to drive workforce planning strategy in partnership with senior leaders by proactively identifying resourcing issues and making recommendations based on predictive modelling and analytics
• Understand external talent/workforce trends as applicable to the LOB such as contingent workforce trends, off/onshoring solutions.

What it takes:

• 10 plus years of progressively responsible and related experience in Human Resources including Talent Management, Learning and Development, Organization Design, Compensation principles and change management
• Ability to adapt to a high change, fast paced environment. Experience working in the technology sector and prior experience with M&A is an asset
• Strong business and financial acumen
• Skills
• Strong relationship management, influence and consulting skills, with proven the ability to build trust across a diverse population of leaders and stakeholders
• Applied knowledge and understanding of best in class HR practices and solutions
• Strong written and verbal communication skills, with the ability to be clear, precise and compelling
• Advanced creativity and critical-thinking skills
• Proven ability to drive results with resiliency
• Ability to lead and engage with a people focused, non-hierarchical style, aimed at coaching and facilitating ideas
• Able to deal with ambiguity, amongst multiple projects and competing priorities
• Strong analytical skills with the ability to understand details and apply to big picture concepts

At OpenText we understand and value diversity in our employees and are proud to be an Equal Opportunity Employer. We hire the best talent regardless of race, creed, color, national origin, ancestry, disability, marital status, sex, age, veteran status or sexual orientation. If you require accommodation at any time during the recruitment process please email Applicants have rights under Federal Employment Laws including but not limited to: Family and Medical Leave Act (FLMA), Equal Employment Opportunity  and Employee Polygraph Protection Act

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