AECOM HR Strategy & Operations Leader in Atlanta, Georgia
United States of America - Georgia, Atlanta
The HR Strategy & Operations Leader is accountable for shaping and implementing a people strategy that will enable business results in AECOM’s Design & Consulting Services Americas (DCSA) business. Reporting to the SVP, Human Resources for the division, the position will partner closely with senior business and HR executives to ensure DCSA is attracting the best, developing a diverse bench, cultivating an inclusive culture and enabling excellent performance with simplified HR systems, tools and processes.
The role will operate as a ‘right-hand’ operational lead to the SVP, Human Resources thereby allowing that role to focus on developing strategies to further grow and expand the business alongside the Group President. As such, this position is seen as a critical succession role and the successful candidate will have a high degree of potential and readiness to assume the next level. He or she will also possess significant executive-level stakeholder management and change management experience, as well as the ability to move effortlessly between strategy design, execution and measurement in a large, fast-paced organization.
Objectives of this Role
Shape the people strategy and execute with excellence the highest priority projects within it, in partnership with senior business and functional leaders.
Make the impact of HR initiatives visible through implementation of a HR KPI dashboard.
Review, design, and implement improvements to org structure and HR processes that will enable efficient and effective delivery of the business strategy.
Support business diversification through participation in HR due diligence and M&A activities.
Lead a team of experienced COE leaders in Talent Management, Total Rewards, Talent Acquisition, Employee Relations / Compliance, as well as a team of field HR generalists supporting key business initiatives within DCSA.
Design and develop people priorities, structures and processes that drive the effective execution of DCSA strategy in partnership with senior business and HR executives. Implement KPI dashboard and routinely communicate progress / actions needed to address gaps.
Develop an HR operating model to formalize the way of working between front line HR partners and HR COEs in order to deliver people strategy projects to the business in a timely, collaborative and seamless manner. Ensure training on new systems, tools and processes across the HR group.
Advise and work with field HR staff and other senior level leaders to ensure compliance with HR policies and any union contracts. Lead the grievance/mediation/arbitration process resulting from disputes.
Participate as an active member of the DCSA leadership team, leveraging business acumen in addition to functional capabilities.
Support the Group President and SVP, Human Resources in continuing to build the leadership bench and technical expertise necessary to grow the size of the business in the next 5 years.
Implement HR processes and programs that increase the productivity, competence, and effectiveness of the DCSA organization.
Diagnose people and capability gaps (i.e., performance, talent, compensation) and develop targeted interventions and development strategies to address them.
Influence the global/regional footprint for the business & develop optimal workforce model (i.e., headcount targets, spans, layers, total cost of workforce) in partnership with business, HR and finance leaders.
Create workforce plans to identify and address talent acquisition, capability, and retention objectives (i.e., Project Management, Engineering, Architecture, Graphics, Sales).
Design and implement change and culture initiatives that enable business strategy.
Play a leading role in activities such as mergers and acquisitions, integrations, restructurings, etc. and work with the CEO and other executives on special projects.
Lead the budgeting process and work closely with Finance to ensure that we meet budget targets.
Direct reports: 7 – 10; Travel: domestic and international required (30%).
Bachelor’s Degree in Human Resources, Business Administration, Industrial/Organizational Psychology or other related discipline; A minimum of 15 years relevant professional / executive level human resources experience.
Strong communication and change management skills required.
Proven ability to lead and manage M&A / integrations.
Ability to drive change and align leadership teams across a complex matrix.
Demonstrated success leading a large HR team of generalists and COE talent and has held direct accountability for a budget (minimum $2M).
Strong diagnostic skills and organizational development experience, together with the ability to effectively leverage data to support business decisions.
Experience with process improvement approaches (Lean Manufacturing, Six Sigma, Simple Problem Solving).
A track record of positive results and an ability to show how his/her programs have contributed to the growth and bottom line profitability of an organization while enhancing or driving cultural change.
Experience as a strategic business partner with credibility as a trusted advisor and confidant to senior management on business issues and business strategy with the ability to link HR as a driver and influencer in business performance.
Ability to objectively assess the talent within the organization and to create and drive HR strategy to develop and/or hire talent to meet the needs of the overall business unit.
Proven coaching and assessment skills with senior level leadership as well as with pipeline leadership talent.
Assessed as having a high degree of potential and readiness to assume the next level.
Master’s degree or advanced education, training, and/or certification
What We Offer
When you join AECOM, you become part of a company that is pioneering the future . Our teams around the world are involved in some of the most cutting-edge and innovative projects and programs of our time, addressing the big challenges of today and shaping the built environment for generations to come. We ensure a workplace that encourages growth, flexibility and creativity, as well as a company culture that champions inclusion, diversity and overall employee well-being through programs supported by company leadership. Our core values define who we are, how we act and what we aspire to, which comes down to not only delivering a better world , but working to “make amazing happen” in each neighborhood, community and city we touch. As an Equal Opportunity Employer, we believe in each person’s potential, and we’ll help you reach yours.
Job Category Human Resources
Business Line Geography OH
Business Group Corporate
Country United States of America
Position Status Full-Time
Requisition/Vacancy No. 200684BR
Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.