Integrated Marketing Associate Jobs in Utah (NOW HIRING)

TheDirector, Human Resourcesprovides strategic HR Business Partner leadership and supportprimarilytotwo of our Global Platform Teams, Regulatory Affairs, Global Marketing and serves as the site HR leader for the SLC BD campus with one direct report.As part of the MDS HRteam, weorchestrate the integrated delivery of HR support through the COEs,Associate Service Centers,and corporate HR functions, while ensuring alignment with business needs and strategicobjectives.

This role willinfluenceacrosstheorganization and drive strategic thinkingacrossclients andinitiatives from concept to planning to execution.The successful candidatewill beself-driven, highly engaged in the business, and a trusted coach and advisorwho believes that delivery excellence is essential andseeksto elevate the performance of those theycollaborate with across the enterprise.This role reports into theVPof HR for MDS with dotted line accountability to their client leaders.

Responsibilities:

Organizational Effectiveness & Development

• Aligned with businessobjectivesacross multiplebusiness lines and functions, provides strategic HR leadership to leaders and teams toidentifyand resolve talent gapsimpactingbusiness outcomes and addressing through systemic counter measures.Will coach and mentorwithinHRteam and leadMDS-wide programs and initiatives.

• Lead and support client groups through organizational capability and capacity analysis, strategic workforce planning, organization design, associate engagement, and organizational change initiatives to deliver talent needed to drive business outcomes.Monitorplatformteamcross functional engagement, collaboration and proactively engage in driving improvements in people, process, and operating models whereappropriate.

• Serve as a trusted advisor and consultant to client leaders as they deliver their business and functional plans while aiding in their own leadershipdevelopment journeyand career planning.

• Demonstrate thought leadership in change andtransformationexcellence that drive continuous improvement into the business.Incorporate changemethodologythat includes: abusiness case for change, identification of primary stake holders, process mapping, communications planning, action/transition planning, visioning sessions, conflict resolution, team building, and after-action review assessments.

• Develop & conduct team development/team building strategies both proactively and when necessary to improve team performance.

• Demonstrate deep understanding of the business including external talent trends, culture, reward systems, and organization models.Participate inAnnualStrategic Planningprocessemphasizing talentassessments, needs, and solutions over the planning period.

• Engage in complex issues where analysis of situations or data requires an in-depth knowledge of the team and interpersonal dynamics. Has the ability to model and manipulatedata to build an understanding and then communicate findings toleadershipteam in a coherent manner.

Talent Management & Acquisition

• Serve as a key leaderforimplementation of transformation change efforts while partnering with executive leaders andmay lead/coach otherHR colleagues on any organizational development and design efforts. This end-to-end work may be focused on M&A and integrations, internal restructuring, or other organizationalassessmentand change needs aligned with business growth strategies.

• Identifyopportunities and guide leaders to fill capability gaps through talent acquisition and development aligned with business strategies. Monitor and track success and delivery.

• Consult as a talent advisor, facilitator, and champion to ensure strongsuccessionpipelines for critical roles.

• Partner with Talent Management and Talent Acquisition teams to align top talent to the highest priorities while ensuring inclusion anddiversityoutcomes.Participate in annual processes and special projects as needed to serve the needs ofour business.

• Participateonthe interview team for senior level and criticalroles, andcounsel hiring leaders/teams in selection process.

• Leverage and lead teams through goal setting, alignment and performance management cyclesdrivinghigh performance team culture and outcomes within the business.

• Consult withclients to understand training and development needs across their functional groups, toidentifytrends, patterns, etc., andworkswith the TM COE to present recommendations as part of organizational training needs assessment.

Total Rewards

• Provideconsultative guidance for compensation, rewards andfacilitateappropriate compensationreviews during annual processes, job offers, retention measuresas well as ad hoc evaluation needsbased on client group / BU strategies.

• Facilitate annual compensation programs within client groupsdriving toexpected outcomes andtimelydeliveries.

• Create culture of recognition centered around BD's values and mindsets.

Associate Engagement & Relations

• Provide strategic HR advisory support for complex HR issues and activities

• Identifytrends and root causes as opportunities to improve organizational/team and associateengagement.

• Actively use data and metrics to drive client engagement and drive accountability for outcomes both with client and the HR organization.

• Monitor and address retention proactively and work closely withAccessHR(employee relations COE)to understand leading and lagging indicators forobservedtrends.

• Develop/define associate separation strategy & manage severance for group separations in partnership withAccessHR, ASC, Legal, etc.

• Act as a strategic partner on the site leadership team, including input on site-wide facility decisions

• Coordinate site-wide engagement activities to increase sense of belonging and culture

• Maintain HR site budget

HR Function Effectiveness

• Serve asthe face of HR to client groups andlives'one HR'model.

• Partner with the ASC,AccessHR,CoEsand consistently meet with both groups to understand trends, discuss escalated items,improve outcomes, and deliver updated processes and changes,etc.

• Drive continuous improvement withinteamand function.Focus on development, growth, engagement and inclusion of directreportand HRteamin partnership with VP.

Qualifications:

• BS/BA degree in Business Administration, HR Management or related fieldrequired.

• Advanced degree (MBA/ Masters in HR or equivalent) is preferred.

• Professional ofHuman Resources (PHR/SPHR) Certification desired.

• Minimum of10yearsprogressive professional experienceasHRBPwithexperience that requireschange management, strategic business partnering, organizational effectiveness/development, employment law, andprior people leadership experience.

• Ideallyexperienced in supportingastand alonesite.

• Experience working in mid/large complex environments and matrixed organization is preferred.

• Experience working with other geographies isrequired.

• Salt Lake Citybased role, in office4-daysa week.

• Travel required up to 20%.