Contingent Workforce HR Strategy Design Leader
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AI Summary
This role is responsible for designing and executing HR practices and strategies specifically for the organization's contingent workforce. It involves collaborating with cross-functional partners to align business needs with talent engagement approaches and managing large-scale workforce initiatives.
***Hired candidate may reside in any KP market: Northern California, Southern California, Hawaii, Oregon, Colorado, Washington, Georgia, Washington, DC.***
Technical Summary: This role is part of the Contingent Talent Management Program (CTMP), which supports the organization’s approach to engaging contingent labor to improve operational efficiency, cost management, and workforce flexibility. This role operates within a centralized function that partners closely with business leaders, supply chain, finance, and external suppliers to support workforce needs across a variety of functions and locations. This position is an individual contributor role within a broader program structure and collaborates with cross-functional partners to support the planning and execution of contingent workforce strategies. The role contributes to large-scale, project-based workforce initiatives by aligning business needs with appropriate talent engagement approaches and supporting the processes associated with onboarding, lifecycle management, and vendor coordination. This person plays a key role in supporting consistent processes and enterprise-wide standards for engaging contingent labor, while working across internal stakeholders and external partners to ensure effective execution of program objectives.
Job Summary:
This senior individual contributor is primarily responsible for delivering on the strategic direction for the business in support of designated functional HR area and designing, developing, and executing HR practices, programs, and initiatives.
Essential Responsibilities:
- Practices self-leadership and promotes learning in others by soliciting and acting on performance feedback; building collaborative, cross-functional relationships; communicating information and providing advice to drive projects forward; adapting to competing demands and new responsibilities; providing feedback to others, including upward feedback to leadership; influencing, mentoring, and coaching team members; fostering open dialogue amongst team members; evaluating and responding to the strengths and weaknesses of self and unit members; and adapting to and learning from change, difficulties, and feedback.
- Drives the execution of multiple work streams by identifying customer and operational needs; developing and updating new procedures and policies; gaining cross-functional support for objectives and priorities; translating business strategy into actionable business requirements; obtaining and distributing resources; setting standards and measuring progress; removing obstacles that impact performance; guiding performance and developing contingency plans accordingly; solving highly complex issues; and influencing the completion of project tasks by others.
- Delivers on strategic direction for the business in support of designated functional HR area by staying abreast of internal and external perspectives, data trends, HR laws and regulations, and best practices; engaging with HR and business stakeholders to provide insight, input, and influence on current and future HR and business needs; managing complex projects/programs including assisting with design and developing project plans; polling data and conducting complex analysis; creating and facilitating presentations to HR and business leadership; and maintaining performance against SLAs and other key performance indicators.
- Design, develops, and executes HR practices, programs, and initiatives by developing and implementing tools, systems, and programs; ensuring the coordinated and timely execution of activities and ensuring buy-in across assigned HR functions, project teams, and business partners; identifying and raising gaps in execution or communication; creating and deploying contingency plans to resolve implementation issues as appropriate; monitoring and measuring performance against plans and business objectives; and recommending modification to design and implementation strategies as appropriate.
Minimum Qualifications:
- Minimum five (5) years experience in a leadership role with or without direct reports.
- Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum ten (10) years experience in human resources, business operations, or a field specified in the job posting. Additional equivalent work experience in a directly related field may be substituted for the degree requirement.
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