Senior Director, People Return Path -
New York, NY
Why You’re Dying to Work Here
Return Path is a growing, thriving, Inc. 500 company full of smart, motivated people. Our 300+ employees are a tightly knit, super-focused and incredibly dedicated team. We work hard, and we’re passionate about making email work better for both businesses and consumers. One of our primary goals is to provide a challenging, exciting, fair, rewarding and growth-oriented environment for all employees. We are recognized as industry leaders and innovators. As such, it is imperative that we have the internal architecture to optimize our talent and turbo-charge its development. The Senior Director, People will support our competitive position in the following ways.
The Impact You’ll Have at RP
The Senior Director, People will be responsible for leading the global team of People Business Partners and all programs associated with the talent management and talent development lifecycles. Return Path is a flexible and innovative workplace so the right person will understand the dynamics that contribute to the creation of an amazing place to work and think innovatively about how to maximize the employment experience to drive results and performance with all of our talented people.
The Senior Director, People will work closely with another Senior Director, People who is responsible for Recruiting and People Operations. This collaborative partnership along with the SVP People and Client Success forms the core leadership of the People Team.
As Return Path has expanded internationally, we are also looking to ensure that our culture, the employment experience and talent management and development are thriving with local flavor in every region in which we operate.
There are three key components to this role:
1. Employment Experience Leadership
Lead the People Team and ensure tight alignment to RP’s business objectives, values and culture
Build close, strategic and collaborative partnerships with the internal Recruiting, People Operations, Onboarding and Training teams
Execute programs designed to maximize the RP culture and employment experience
Design and iterate programs, policies and protocol to continue to drive our commitment to freedom and flexibility as the path to high performance
Continue to shape and design an amazing place to work in every region
Measure and manage results and drive accountability
2. Talent Management and Talent Development Program Leadership
Lead the talent development lifecycle
Drive excellence with the RP talent pool including ownership of the following programs:
360 feedback process
Performance management process
Succession planning and career pathing
Departmental talent reviews
Employee coaching
Management development
3. People Business Partner Excellence
Provide outstanding business partner support to a broad internal client base
Lead, coach and develop the People Business Partner team
Ensure support is tailored to meet the needs of employees in all RP regions (e.g., language, time zone, legal compliance, local best practices)
Role-Specific Competencies
Business knowledge: understands and executes the strategic HR business partner model; possesses significant business acumen and ability (planning, forecasting, budgeting, strategy, leadership); understands the environmental context in which our business operates (i.e., business, industry and competitive forces at work)
Organizational development: diagnoses and understands the needs of the organization in terms of achieving maximum organizational performance and efficiencies; consults and advises managers and leaders on key organizational and management concerns; works at individual, group and departmental levels
Employee relations: counsels managers and employees on all aspects of employee-related issues; manage employee situations in a proactive and fair manner; treats every interaction as a learning opportunity for the employee and the manager involved
Talent & performance management: provides advice and counsel to managers and employees on all performance related issues, including key talent, succession planning, bonus management, performance improvement, etc.; implements and manages career pathing and succession planning programs
Team development: works at the team level including knowledge of team development methodologies and strategies; possesses solid group facilitation skills
Global experience: manages an HR business partner team globally (specifically EMEA, Brazil, Australia)
In addition to the above, you must be a good fit at Return Path. To be successful here, you must demonstrate Personal/Professional Growth, Professionalism, Flawless Execution, and Strategic Thinking; have a Positive Impact and a great sense of humor. Visit our website to read detailed descriptions of expectations at each of the four levels at RP: (1) Learning, (2) Applying, (3) Guiding and (4) Shaping. This position is categorized at the Guiding level.
Where You’ve Been
At least five years of experience leading a strategic talent management function and 15 years of total professional experience
Senior-level expertise with all of the domains of HR outlined above
Built and implemented programs from the ground up at both small and medium-sized organizations
Strong leadership and management skills (preferably having managed a team of 3-5 HR business partners in the past)
International experience (preferably DE, FR, UK, BR, AUS); second language (French or Portuguese) is a plus
Effective decision making skills, quantitative problem-solving and excellent organizational skills
Understand the dynamics required to create an Employer of Choice
Ability to understand business issues and link results to organizational effectiveness
Ability to travel approximately 20%
What It’s Like to Work Here
It's great! From the CEO and senior management team to the newest entry-level employee, we are a company that cares a lot about fostering a great work environment and a fun, energetic, success-oriented culture. We have a strong philosophical believe that our people are our most important assets. And we don’t just pay lip service to that phrase—we incorporate it into our policies, and we live it every day. Yes, that philosophy means we have generous “traditional” benefits, but it also means we take a lot of time to focus on high quality management and leadership, and time to make sure everyone in the company is in the right job, knows how his or her job contributes to the overall company mission, and has a clear sense of learning and career growth. We have great employee retention because people love coming to work here and really feel like they’re part of something special. For more information visit www.returnpath.net.
Return Path - 17 months ago
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