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Key Elements of this PositionOur future IT environment will rely on a complex mix of legacy and future facing skills. Coding, Analytics, DevSecOps, Networks, Automation, and Cloud-based technologies. We have an ambition to transition to an Agile, DevSecOps model. All these skills are in high demand and short supply world-wide. They take a long time to develop and market data shows that demand for these IT-skills already outstrips supply. Reporting to the Chief HR Officer for EITS, EGSO and ESS, this position provides HR consultation and direction in people strategy, change management and leadership development. They will define the optimum workforce composition and accelerate the upskilling of our employees and teams to deliver these complex IT capabilities. This leader may call on subject matter experts and resources from the Centers of Excellence to provide deep knowledge and guidance in Leadership Program Design, Organization Design, Total Rewards and Talent Acquisition.  The Director will work in a complex, matrix culture and will need to partner with functional experts in HR across several regions to deliver on specific needs.This is a hands-on role working closely with multiple senior leaders that manage team members across multiple global regions. Some travel may be required including international travel.Areas of focus for this positionHR Business Consulting - Providing HR business consulting on complex topics to multiple senior leaders within EITS. This HR Director will advise, coach and facilitate discussion with leaders so that together a people plan is built and implemented. The HR Director will also partner with the leaders to drive the vision and strategy for their respective teams. Talent Strategy: Guide leaders in developing a “buy, build, borrow” strategy for talent globally and collaborate with Talent Acquisition to hire new and diverse talent as needed by the business. Leadership Development:  Develop leadership strategies targeted to the management level and work closely with corporate Talent Management experts to implement what makes sense for a high growth and dynamic business.Employee Development:  Translate needs into development programs that target career pathing and helping managers learn to coach and give feedback to employees.Diversity, Equity and Inclusion: Drive initiatives that foster an environment of belonging and inclusion. Strong focus on attracting, engaging and retaining diverse talent.Change Management:   Facilitate the development of a high-performing team, driving culture change through initiatives that evolve the culture and the talent.  Provide support as work occurs with cross-functional teams across multiple departments to design and implement such solutions and process improvement to ensure a holistic approach that succeeds for the broader business.  Function as a member of the leadership team providing insights and recommendations on ways to continuously improve the organization, implement new growth strategies, and achieve financial objectives. Organizational Design: Align the structure of an organization with its objectives, with the aim of improving efficiency and effectiveness.Other focus areas may include Strategic Workforce Planning, Succession planning, pipelining strategies and special projects. What are we expecting from you in the first 12 months?Learn EITS – proactively learn this complex and matrixed organization so that relationships are built, and a plan is in place to grow partnerships and achieve results. Learn the Culture – work with the HR team to determine how teamwork across the business and corporate structure leverages success.  Build critical relationships across Global HR to support the needs of EITS. Evolve to a high performing culture through creative debate, accountability, and deepening levels of trust.Collaborate with Human Resource Centers of Excellence globally to leverage expertise, data analytics, tools, consistency, and compliance in organizational change efforts. Execute talent plans to support performance management, talent development and organizational changes.Lead team to deliver HR support, ensuring that they are delivering meaningful solutions while remaining highly engaged.Evolve the People / Talent Management Strategy – Partner with the leadership team to understand the critical talent needs, help managers forecast, develop and implement the plan for growing or acquiring needed talent, using data and metrics to guide planning and execution.Facilitate Change – Provide a robust and participative approach to change.Partner with the groups on workforce and location strategy.