Enterprise Regional HR Director Job in Santa Clara 95050, California Us
COMPANY BACKGROUND/CULTURE
Huawei is a worldwide leader in technology products and services. Already a leader in telecom networks and IP solutions, Huawei is expanding aggressively into related IT products, cloud solutions, and mobile devices, servicing consumers and large enterprises in addition to telecom service providers. With its strong focus on customer-centric solutions and deep knowledge of technology, Huawei is rapidly emerging as one of the largest and most successful global technology companies. The Company finished 2010 with $28.5 billion in revenues, a year-on-year increase of 24%. Huawei employs some 112,000 employees, of which 46% are engaged in RD. The Company has research institutes in countries around the world, including the
Huawei will continue to be customer-centric in its efforts to expand into new businesses and markets, leveraging market-leading technology and customer relationships. The recently-organized Enterprise Business Group has reached $2 billion and is expected to double in revenues during 2011 with publically stated goal to be a $20 billion revenue business by 2015. Enterprise solutions include cloud computing, corporate communications products, and data center services. The Company is building a global team of C-level executives to drive the growth of this business unit.
The core objective of this position is to support the achievement of the company’s Regional business and growth objectives through the provision of strategic, business focused HR support and initiatives.
The HR Director will work as a business partner to support the senior management team in the delivery of the business strategy for Huawei by anticipating future HR resource requirements based on the business, and formulating and implementing appropriate people and organizational strategies. The HR Director will be involved in ascertaining and implementing best practice in terms of HR policy and practice and will also oversee the HR strategies for the sales, marketing and services organization in the region.
A visionary and strategic leader, the Director, Human Resources Business Partner role is critical in driving the ongoing and sustainable development of the XXXXX region in this key accelerated growth stage within an increasingly complex business model including direct, channels and alliance partners. Primary focus is the delivery of strategic HR business expert solutions working in partnership with the regional management and corporate HR executives to build the organizational capability through effective resourcing, management development and succession planning processes ensuring a team of high performing talent. Leading a team of regional HR experts, the Director, Human Resources will lead all aspects of the corporate HR architecture in the region underpinned by the Huawei culture which is at the core values.
Principal Accountabilities Functions:
Strategic Planning
· Provides expert strategic leadership to implement and direct a systematic workforce planning process across the region.
· Identifies appropriate workload staffing levels and justifies budget allocations so that the region can meet its annual and long term objectives, with a focus on sustainability, accelerated growth and top/bottom line results.
· Is responsible for the HR budget planning process and ongoing management.
· Designs and delivers the regional HR strategy, aligned to the global HR strategy that facilitates the achievement of the regional goals.
Talent Acquisition
· To direct the strategic talent acquisition process ensuring the highest calibre employees are brought into the region in a timely and effective manner.
· Effectively develops strategies to recruit and fill open positions and future talent needs with superior talent, while ensuring a diversity of talent for each open position.
· Identify critical talent and build organizational capabilities.
· Supports client groups in planning for future talent needs and continually upgrading the talent brought into the organization.
· Partners with the corporate Director, HR Business Partner and other HR Leaders in facilitating global mobility.
Executive Management Coaching:
· Provides coaching to Executives in the region to facilitate their improved personal and business performance.
· Provides managers with guidance, coaching and direction on internal employee-relation issues according to company practice, working with HR on corrective actions and performance management.
HR Team Leadership
· To provide strategic, inspirational, and visionary leadership to the HR team.
· Develops and sets functional direction and objectives for the regional HR team, in alignment with the overall HR strategy and company/regional goals.
· Leads and implements best practice people practices with centres of excellence.
· Attracts, hires and/or grows talent and leadership capability within the HR team.
· Leads by example in objective setting, regular communication and feedback, development activities and appropriate reward/recognition.
· Ensures all direct reports create and implement meaningful and realistic development plans and performance reviews.
· Creates own meaningful and measurable development activities and effective executes own development plan during the year.
· Develops and monitors functional budget and ensures effective prudent utilization of assigned resources.
Organizational Development
· Partners with LD to lead and implement the employee and leadership development strategy, plans and programs to support organizational growth.
· Provides coaching and guidance to department heads on short/long range development goals and objectives and overall business plans.
· Leads and facilitates leadership and talent assessments and succession planning.
· Implements strategies that engender high employee performance, engagement and retention of talent.
· Leadership in developing the leadership team of the region.
· Acts as change agent for the management team as the organization evolves its culture and business processes.
Total Rewards:
· To partner with the Business Group Director, HR Compensation Benefits on recommending and implementing total reward strategies that facilitates the attraction and retention of top talent which is aligned to the company values and HR philosophy.
· To have expert CB knowledge and regional benchmark data to validate recommendations and total reward initiatives that are regionally specific.
· Total rewards to be regional and globally appropriate so to support global mobility.
PROFESSIONAL EXPERIENCE / QUALIFICATIONS
The HR Director will be a senior level HR generalist with an international outlook and exposure, not only limited to the region. Experience working in a diversified organization with multiple business lines (or product groups) and functional groups.
The ideal candidate should possible the following attributes:
· At least 10 years of HR management experience with a minimum of 5 years XXXX regional HR experience.
· Knowledgeable in current HR trends and best practice with a focus on excellence
· Experience in high growth, fast paced, global network organization with cultural agility
· Proven track record in quickly gaining credibility and partnering collaboratively with business leaders
· Ability to think strategically, execute critical thinking and problem solving
· Ability to meet goals consistently and go beyond them. Demonstrates a high sense of urgency and comfortable managing multiple projects in a high growth, rapid change environment
· Ability to learn quickly, understand and remain current on the drivers to company performance, the industry, customer segments, the company value proposition and how the business retains competitive advantage in the marketplace; defining the human capital aspects of business strategy and objectives
· Innovative manager with people and processes
· Ability to effectively coach, manage and develop management and HR team to o
· Strong knowledge of regional employment law and compensation data
· Proficient verbal and written English and other regional languages where appropriate.
LEADERSHIP CHARACTERISTICS
· Understanding the Business
Knows the business and the mission-critical technical and functional skills needed to do the job; understands various types of business propositions and understands how businesses operate in general; learns new methods and technologies easily.
· Creating the New and Different
Is able to come up with the next great breakthrough thing to do; is creative, a visionary and can manage innovation; is an effective strategist full of ideas and possibilities; sees multiple futures; has broad interests and knowledge; can both create and bring exciting ideas to market; comfortable speculating about alternative futures without all of the data.
· Managing Work Processes
Is an effective process, work flow, and systems designer; is good at figuring out what to measure to track progress; sets up systems that can almost manage themselves; is a master at the effectiveness and efficiency of work systems; can quickly diagnose and fix a work flow problem; always looking for incremental process improvement.
· Dealing With Trouble
Fearlessly takes on all issues, challenges, and people; comfortably confronts and works through conflict; delivers negative feedback and messages without hesitation; deals prom
· Being Organizationally Savvy
Manoeuvres well to get things done; “maze bright” and operates smoothly across boundaries; knows where to go to get what he/she needs; politically aware and agile; knows what the right thing to do is; presents views and arguments well.
· Managing Diverse Relationships
Relates well to a wide variety of diverse styles, types, and classes; open to differences; effective up, down, sideways, inside and outside; builds diverse networks; quick to find common ground; treats differences fairly and equitably; treats everyone as a preferred customer.
· Inspiring Others
Is skilled at getting individuals, teams, and an entire organisation to perform at a higher level and to embrace change; negotiates skilfully to achieve a fair outcome or promote a common cause; communicates a compelling vision and is committed to what needs to be done; inspires others; builds motivated, high-performing teams; understands what motivates different people.
EDUCATION
A bachelor degree in Human Resource or Business Management, ideally with a globally recognized university.