Global Services Human Resources Director - The Boston Consulting Group

Our Global Services HR team has an opportunity for an experienced HR business partner to help drive and deliver the people strategy for the Global Services HR/People Functions. The Global HR and People Functions is made up of ~650 employees consisting of multiple Global Functions including Talent, Core HR, Talent Acquisition, L&D, Global Centres of Excellence, Digital HR but the role of the Business Partner extends further than this supporting the strategic objectives and delivery of our Worldwide HR/People Function consisting of ~2,500 employees, including projects related end-to-end projects. As a strategic business partner to leadership, you will bring deep technical HR expertise that connects all aspects of the people agenda.   

Reporting to the HR Senior Director for the Global HR/People Function, this highly dynamic and relationship-oriented role has the following primary focuses: 

1. Shaping and Implementing the People Strategy: Partnering with senior leadership (predominantly People Leadership Team, Executive & Senior Directors to interpret how the people strategy is most effectively applied, nuancing as appropriate. Leading the execution of the people strategy to ultimately improve the service experience for the function’s internal clients, increase efficiency, drive greater agility & speed for future growth, and deliver greater resilience of core business activities.  
2. Strategic Partnering: Working closely with functional leaders to develop & implement HR strategies that closely support business objectives, leveraging analytics to drive decision-making. Acting as a thought leader with senior level presence to lead and counsel on individual and team leadership and transformational changes. 
3. Advising on Organizational Design and Change: Providing counsel to leaders on the features of an optimal org design to deliver their goals and considerations relating to location, seniority, job design, spans, layers, controls etc. Guiding leadership on how to transition from the current org design to the proposed version in a way that is compliant with the spirit & letter of labour law and BCG policy, including equal opportunity best practice. Inputting to the planning of organizational change plans. 
4. Leading Talent Management & Development: Designing and operationalizing innovative programs that drive talent development and deployment. Collaborating with leaders (and their teams) to provide and communicate a framework of effective development opportunities and compelling career path options. Facilitating the performance and talent review cycles and supporting leaders with succession planning, with a focus on how we develop and support our worldwide SBST community. 
5. Facilitating Resource Planning: Partnering with leaders to define their annual resource plan within the Global Services growth parameters and location strategy, optimizing levers to increase market penetration and operational efficiency whilst managing risk.  Tracking the resource plan execution and managing the associated governance. 

Additionally, you will: 

• Provide thought partnership and guidance for leaders on organizational design, location decisions, career pathing and capability-building, in line with the people strategy. 
• Take an active role in driving and supporting projects and initiatives relation to the development of our worldwide HR function, e.g. talent development and upskilling and engagement.  
• Oversee the annual performance development, talent management and compensation review cycles, with support from our Delivery teams and Operational CoE. 
• Undertake the interpretation and communication of employee engagement survey outcomes and contribution to the creation of related action plans. 
• Act as a catalyst for change; guiding and influencing organizational design, development and change management solutions. Leads the implementation of organizational change from a people perspective. 
• Use analytics & trend analysis to help shape HR strategies to support business objectives. 
• Develop robust talent management plans to attract, retain, develop and engage talent in critical roles and ensure strong succession plans. 
• Partner with senior leadership to create a culture of positivity and innovation. 
• Stay closely connected with GS recruiting teams to ensure that the functional resource plan is executed efficiently to equip the organization with first-class talent within the parameters.