hr senior director.

• Business Unit HR Strategy: Influences and contributes towards shaping the function strategy in alignment with the Global Auto strategy, with primary focus on deployment of right capabilities enabling organic and in-organic growth opportunities and creating a right culture with focus on Operational excellence.
• Organization Design: Partners with functional leaders to review the effectiveness of current organization design and influence the design
• Leverage HR Analytics: Analyze trends and metrics as they apply to client groups, develop proactive actions to further support business objectives and people strategy.
• Strategic Workforce Planning: Strengthen the Strategic workforce capabilities within the functions through systematic approach and talent forecasting and planning tools while also building flexibility and agility considering cyclical nature of our business
• Culture: Shape and create the culture of accountability by ensuing business leaders are driving the commitment to culture transformation initiatives within their respective business area.

skills and experience required.

• A seasoned professional with at least 10 years of experience leading country HR business partnering roles within a heavily matrix multinational organizations. The HR Partner will have strong experience in driving transformation and turnaround through partnership with senior leaders with.
• Prior experience as HR leader in providing HR management systems, processes and standards in accordance with business strategies and regulatory requirements for a complex global organization in a matrix environment.
• Leadership roles in other HR Operations/Comp & Benefits/Talent Management/Employ
• Relationships which provide both vertical and horizontal exposure and experience.
• Ability to drive and lead key HR processes in business with demonstrated expertise in global project management. Expertise in Organization Design, Organization Effectiveness,
• Leadership Development, Strategic workforce planning and Employee Engagement.
• Deep understanding of HR Operating Model and how the business of HR is run across the enterprise.
• Anticipate and embrace change and moves quickly, decisively and effectively to take advantage of change