HRBP - Director (Remote)

at  ATI Physical Therapy

Overview:
The HRBP Director is a senior advisor role responsible for creating and driving ATI’s HR strategy which supports productivity and growth initiatives within a Business Unit. The incumbent will guide, counsel, develop, educate, and motivate leadership around workforce planning, engagement, organizational development and culture. This position serves as a change agent by championing and facilitating both HR and non-HR high-impact change initiatives.

Responsibilities:

• Translate company strategy into HR action plans concerning resources and capabilities to drive results within the operational unit.
• Drive performance improvement processes and promote positive changes in the areas of human capital, seeking to evolve the overall HR function from tactical to strategic and forward thinking.
• Develop and lead the implementation of talent management programs and initiatives including organizational development, succession management, performance management, talent assessments, leadership development, coaching, employee engagement and diversity.
• Help Business Unit leadership to create a demand system for continual improvements in organizational effectiveness.
• Provide strategic counsel to business leaders on matters related to human capital.
• Provide knowledge and expertise around industry trends, competitive benchmarks, and emerging technologies relative to Human Resource policies, systems, and processes for the Business Unit.
• Develop and implement effective employee relations and communications plans.
• Advise on specific interventions based on business need and design of HR programs to support change within the operational unit.
• Provide expert counsel on recruitment, compensation, onboarding, training and succession
• Help management build values and culture.
• Use innovations at the unit level to inform broader HR policies.

Qualifications:

REUIRED EDUCATION:

• Bachelor’s Degree in Human Resources or related field

PREFERED EDUCATION:

• Master’s degree Human Resources or related field
• SHRM-CP or SHRM-SCP highly preferred

REQUIRED EXPERIENCE:

• 7+ years HR Generalist Experience
• 4+ years leadership experience

PREFERRED EXPERIENCE:

• Field Based experience managing a remote, decentralized workforce
• Worked with merger and acquisition due diligence and integrations with related experience with growth and scaling an organization

KNOWLEDGE, SKILLS, AND ABILITIES:

• High levels of resourcefulness, influence/organizational savvy, execution skills (strategy through implementation) as well as executive presence/impact
• Balanced between strategic and tactical orientations - someone who can develop an overall vision and strategy and can delve into the details to get things done
• Exceptional relationship management skills with peers and business leaders.
• Outstanding oral and written communication skills
• Skilled in organizational diagnosis and change management
• Strong strategic and business acumen
• Expert consultative approach including asking the right questions to influence leaders
• Ability to recommend interventions based on business need
• Applies strong judgment in complex scenarios and under pressure
• Ability to assess and develop talent at all levels
• Demonstrated ability to work independently and as part of a team within a fast-paced environment
• Exceptional independent judgment
• Strong leadership, influencing, prioritization, and “path-finding” skills
• Ability to support a workforce and guide leaders who operate under varying compensation and work structures
• Demonstrated experience in organizational design and effectiveness – designing structures to improve efficiency of the workforce and meet business goals
• Ability to build confidence as an organizational effectiveness consultant and set strong guidance to mature the leadership team
  Virtual Employee?: Ye

• Translate company strategy into HR action plans concerning resources and capabilities to drive results within the operational unit.
• Drive performance improvement processes and promote positive changes in the areas of human capital, seeking to evolve the overall HR function from tactical to strategic and forward thinking.
• Develop and lead the implementation of talent management programs and initiatives including organizational development, succession management, performance management, talent assessments, leadership development, coaching, employee engagement and diversity.
• Help Business Unit leadership to create a demand system for continual improvements in organizational effectiveness.
• Provide strategic counsel to business leaders on matters related to human capital.
• Provide knowledge and expertise around industry trends, competitive benchmarks, and emerging technologies relative to Human Resource policies, systems, and processes for the Business Unit.
• Develop and implement effective employee relations and communications plans.
• Advise on specific interventions based on business need and design of HR programs to support change within the operational unit.
• Provide expert counsel on recruitment, compensation, onboarding, training and succession
• Help management build values and culture.
• Use innovations at the unit level to inform broader HR policies