Sr Dir HR Business Partner

About Optimum

We are Optimum, a leader in the fast-paced world of connectivity, and we're seeking driven and enthusiastic professionals to join our team, empower lives, fuel businesses, and drive innovation. Connectivity is now longer a luxury, but a necessity. A career at Optimum means you'll be enabling progress and enhancing lives by providing reliable, high-speed connectivity solutions that keep the world connected. Our successes, now and in the future, are powered by our amazing product, a commitment to our people and culture, and the connections we make in our communities.

If you are resourceful, collaborative, and passionate about delivering consistent excellence, Optimum is for you!

Job Summary

Reporting directly to the SVP Human Resources, the Sr. Director HR Business Partner is responsible for the design, delivery, and management of talent strategies aligned with business priorities. The primary HR partner to senior business leaders within respective client groups, this role collaborates with business leaders, HR COEs, and other cross-functional partners to execute an employee experience and talent strategy that enables achievement of business outcomes and future growth.

Responsibilities

• Develop a deep understanding of assigned business areas, including strategic objectives, long-term plans, and financial performance; translate knowledge of the business unit into a people strategy, ensuring employees with the right capabilities are in the right roles.
• Drive key people initiatives within assigned client group, including: staffing/workforce planning, compensation strategies, talent reviews, succession planning, training and development, rewards & recognition, recruitment and retention, and organizational effectiveness.
• Define how business strategy creates workforce needs and advise/determine how needs are met through workforce strategy decisions.
• Partner with senior leaders to identify development needs and skill gaps for key individuals and/or roles within their organization; work with Talent team to address gaps and deliver learning and development solutions.
• Advise leaders on effective job specification development and leveling for new roles within the organization; partner with Talent Acquisition on the interview and selection process with a focus on both attracting top talent and creating a positive candidate experience for potential hires.
• Oversee and provide guidance on escalated, complex employee relations issues, partnering closely with Employee Relations COE and in-house employment counsel.
• Proactively coach leaders on the interpretation of engagement survey feedback and strategic action planning to drive an enhanced employee experience and move the company culture forward.
• Facilitate the effective rollout of recurring, enterprise-wide HR initiatives, including goal setting, year-end performance reviews, salary planning and administration, talent assessments and succession planning, and quarterly engagement surveys.
• Partner with business leadership and corporate communications team on the development of effective internal messaging on key initiatives and changes.
• Consistently act as a positive cultural change advocate, consultant, and business advisor to the leadership team.
• Function as HR lead for assigned business area on M&A activities, including acquisitions, divestitures, and/or joint ventures; partner with cross-functional teams to ensure successful integration of acquired businesses.

Qualifications

• Bachelor's Degree in Human Resources, Business, or a related degree. Advanced degree preferred
• 10+ years of progressive HR experience, including prior experience in an HR Business Partner role working with senior executives in a large, complex organization
• Strong analytical skills with the ability to use and interpret data to both guide and validate decisions
• Demonstrable knowledge and practical application of HR disciplines including employment and labor laws, employee relations, talent acquisition, management & leadership development, performance management, organization design and compensation philosophies
• Results orientation with the ability to quickly identify problems and use initiative and sound judgment to drive solutions to complex people issues
• Keen ability to quickly establish credibility and effective business partnerships with leaders and employees at all levels of the organization
• Exceptional influencing skills coupled with a deep understanding of the business and talent within it
• Demonstrated track record of good judgement and empathy
• Ability to maintain an upbeat, positive environment that inspires a sense of urgency, constant innovation, teamwork, and strong commitment to individual and team accountability

Company Culture and Values

At Optimum, every action and interaction we take part in, is driven by our three Guiding Principles: Do What’s Right, Drive One Optimum, and Make It Happen. These aren’t just words, they help us build trust, create real community, and embrace new ways of thinking. Our employees are empowered to do the right thing for our customers and co-workers and to recognize and reward these behaviors when we see them. It’s all part of the bigger picture of “Be The Difference” where each employee knows they have the power to enact real change, share new ideas, and understand that learning never stops.

Equal Opportunity Employer

We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, national origin, religion, age, disability, sex, sexual orientation, gender identity or protected veteran status, or any other basis protected by applicable federal, state, or local law. The Company provides reasonable accommodations upon request in accordance with applicable requirements.

Data Privacy

Optimum collects personal information about its applicants for employment that may include personal identifiers, professional or employment related information, photos, education information and/or protected classifications under federal and state law. This information is collected for employment purposes, including identification, work authorization, FCRA-compliant background screening, human resource administration and compliance with federal, state, and local law.

Fraud Warning

Applicants for employment with the Company will never be asked to provide money (even if reimbursable) as part of the job application or hiring process. Please review our Fraud FAQ for further details.

Compensation

Pay is competitive and based on a number of job-related factors, including skills and experience. The starting pay rate/range at time of hire for this position in the posted location is $161,186.00 - $230,265.00 / year. The rate/range provided herein is the anticipated pay at the time of hire, and does not reflect future job opportunity.

Key skills/competency

• Human Resources Strategy
• Talent Management
• Employee Relations
• Organizational Effectiveness
• Succession Planning
• Compensation Strategies
• Talent Acquisition
• Leadership Development
• Change Management
• Mergers & Acquisitions (M&A)