Director, Human Resources - Technology & Operations
At Pearson, we’re committed to a world that’s always learning and to our talented team who makes it all possible. From bringing lectures vividly to life to turning textbooks into laptop lessons, we are always re-examining the way people learn best, whether it’s one child in our own backyard or an education community across the globe.We are bold thinkers and standout innovators who motivate each other to explore new frontiers in an environment that supports and inspires us to always be better. By pushing the boundaries of technology — and each other to surpass these boundaries — we create seeds of learning that become the catalyst for the world’s innovations, personal and global, large and small.
This role will provide HR business partner support to SVPs within Technology and Operations functions. Technology and Operations functions at Pearson are re-shaping their strategy to support Pearson in its transformation to become a digital platform company.
This role will support business leaders to enable the transformation journey by developing and executing on people agenda for their respective area with a focus on organizational design, talent management and change management in addition to driving BAU HR activities.
Both Technology and Operations are global organizations and have presence of employees across the globe. Role requires incumbent to have experience of working in a matrix organization and build strong relationships with HR teams operating in geographies to drive forward a consistent global agenda for their teams.
People Strategy, Organization Design & Change Management:
●Provide support to the leadership team by developing, owning and executing the people plan for their specific business area
●Lead on organizational design activity in business area driving OD principles and knowing when to bring in specialist expertise to supplement
●Operate as an internal business consultant, acting as a change agent on key people issues
●Lead and drive the focus on talent and leadership development
●Support the delivery of projects through being an effective change agent
●Work with leadership team to provide strategic input and business rationale to support complex/large scale employee restructures
● Assess impacts and project manage M&A activity as required
●Coach and provide feedback to senior business leaders
HR Delivery and compliance:
●Work closely with VP HR and Business Leadership to drive talent agenda, specifically talent reviews, succession planning and workforce planning
●Ensure effective provision of HR services for the specified business area working closely with HR Operations, HR Hubs, PPS and COE’s to deliver a seamless service
●Provide professional advice and coaching to line mangers on implementation of HR policy and support delivery of employee lifecycle events such as pay review and performance and talent review with help of respective COEs
●Represent the Enabling Functions within the Geography partnering with the Geography lead to deliver seamless service.
●Support global mobility and staff transfers as required
●Represent Pearson with employee forums, works councils and external bodies as required for the Human Resources group
●Work with HR Operations to resolve escalated issues
Performance and continuous improvement:
●Work closely with leadership team colleagues in the business area and across Pearson to ensure policies, programs, initiatives etc. are consistent with Pearson HR Strategy
●Be a proactive change agent and lead relevant HR related projects working with members of the wider HR team as required
●Provide feedback on the relevance and effectiveness of policy, tools and processes to help improve their design
●Support data management quality improvement by liaising with HR Operations on people moves and changes
● Partner/Consult with Centre of Expertise (CoE) on recruitment strategy
● Lead on developing recruitment strategy and forecast plan with senior leaders
● Partner on senior appointments in the business area including selection decisions, compensation packages and senior on-boarding
● Hold Talent Acquisition accountable on behalf of the business to ensure a satisfactory level of TA service to the business including service delivery, reporting and onboarding
Qualifications & experience
8 – 10 years’ experience as a senior level HR Business Partner with broad generalist experience
Experience of providing business unit specific strategic and consultative services to senior leaders and creating, leading and delivering the people plan in support of their strategic priorities
Experience of leading across geographies and global teams and developing people at all levels
Experience of working in a matrix environment to deliver successfully
Demonstrated ability to manage concurrent, complex matters
Role models Pearson values; Brave, Imaginative, Decent, Accountable
Organisationally Agile (master level)
Prioritises and makes effective decisions (master level)
Uses internal and external sources of information to determine costs and benefits of potential actions aligned to organisational goals, prioritising the most appropriate one.
Presents clear, evidence-based rationale for decisions taken and solutions proposed.
Builds Relationships (master level)
Creates and maintains relationships, internally and externally, to increase simplicity, efficiency and shared success.
Proactively supports other functions to create commercially practical and innovative solutions.
Continuously Improves (master level)
Challenges the status quo where opportunities for improvement are identified.
Develops ideas for improvements into actionable proposals, demonstrating why and how suggestions result in improvements.
Executes and follows through improvement initiatives and continuously changes every aspect of our business for the better.
Evidence Informed (master level)
Translates evidence into actionable insights that lead to improvements.
Assesses and selects most appropriate methods, tools and data sources to collect the required evidence that enables decision-making.
Commercially Aware (master level)
Interprets internal / external business challenges and creates commercially practical and innovative improvements to products and services in response.
Develops a comprehensive understanding of the competitive landscape to inform operational decision making, create new business and (take advantage of opportunities to) reduce costs or generate growth.
Business Partner (master level)
Brings people with diverse skills, interests and viewpoints together to ensure the work benefits diverse business perspectives. Facilitates sessions that help participants explore complex issues.
Identify and pre-empt any potential sources of conflict, and impact of bias / diversity ensuring continued collaboration. Raise the emotional awareness of others to support their effectiveness.
Challenges, coaches and informs managers in the business based on insights of the people, structures, processes and leadership that are needed for the business to improve performance.
Use experience and insights to assess and develop HR solutions, in partnership with business leaders and stakeholders, which clearly contribute to business plans over the medium to long term
Talent Management (master level)
Applies knowledge of potential guidelines/learning agility to coach managers to develop leadership and functional talent.
Uses the 9 box Matrix and Talent Review process to create development plans and succession plans for key roles.
Uses projects, lateral career moves, and other processes to make development moves for talented individuals.
Understands and applies psychometric tools, models & benchmarks from experience to have insight on talent and build development plans.
Primary Location: US-CO-Centennial
Other Locations US-NJ-Hoboken
Work Locations: US-CO-Centennial-2154 East Commons 2154 East Commons Avenue Centennial 80122
Job: Human Resources
Organization: Human Resources
Employee Status: Regular Employee
Job Type: Standard
Shift: Day Job
Job Posting: Dec 1, 2016