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SVP of People and Culture

Executive

Numerator | Talent | Chicago, IL

The SVP of People and Culture will be responsible for continuing to develop and enhance all aspects of HR for Numerator as the company continues to grow and expand domestically and abroad. Architect the company’s HR and Talent strategy and head the implementation and execution of that strategy. Numerator’s strategic human resources goals and objectives are a key element of the organization’s strategic plan. You will work closely with the executive team to support aggressive growth plans and build a cohesive, engaging culture for the maturing business and expanding workforce. This position spans a broad range of responsibilities in a variety of areas, including counsel to the senior management team, especially pertaining to issues of compensation, recruiting and on-boarding, organizational and leadership development, HR systems, processes and infrastructure, and learning and development.

  • Serve as a strategic business partner to the executive management team focused on a broad-based and transformational talent agenda designed to recruit, develop and retain the very best forward-thinking talent in the industry. Provide proactive, strategic guidance and support for organizational planning and development initiatives that align the human resources agenda in support of key business strategies and initiatives.

  • Direct the human resources organization to develop and execute best practices to promote employee engagement and to enable a high-performing workforce that contributes to our global and strategic growth. Anticipate key business issues and ensure that exceptional human resource consultancy service is delivered to line business units. Ensure that human resource costs and services are aligned with organizational goals.

  • Serve as advisor and champion of HR technology and help to continue to enhance its functionality and enterprise-wide adoption, with a specific focus on enhancing the talent planning capabilities.

  • Develop and lead the total rewards strategy and day to day execution. Provide regular benchmarking on competitive pay practices.

  • Oversee talent management, succession planning, and training and development programs that provide exceptional pipeline to fuel Numerator’s global growth. Develop and maintain a performance management program as part of a culture that values continuous improvement and innovation as well as professional and personal development. Ensure an aligned learning curriculum is delivered across the business. Central to the effort will be determining leadership/management needs and implementing career path development and training initiatives.

DESIRED OUTCOMES

  • Build out infrastructure and processes across the entire HR function to enable Numerator to scale as it grows in headcount and geographic reach. Utilize workforce analytics methodologies and a metrics driven approach to present the business case for HR programs.

  • Create a compelling and cost efficient talent acquisition process to ensure that high quality talent is attracted to all business segments and corporate functions. Build a sustainable platform where top talent is identified, developed and retained. Ensure that Numerator can attract and build a strong and lasting pipeline of talent, both for entry level and executive leadership positions.
Skills & Requirements

Candidate Profile

The ideal candidate will have senior human resource leadership experience in a global organization, ideally one that has had a focus on transformation and innovation in which the HR function serves as a strategic business partner. Preferably, he/she has worked in a variety of business models and economic cycles, possibly supporting M&A transactions in these environment.

In addition, Numerator is looking for an HR leader who has worked closely with an executive leadership team and has a record of partnering with line managers in the design and implementation of value-added, customer-driven HR programs and services that enhance the company’s ability to scale. Deep experience in compensation philosophy and management, policy, executive compensation, talent workforce planning, internal succession planning and HR analytics is also important.

The SVP will be a highly visible leader, who has created and implemented strategic change in an organization and has led it across boundaries, geographic and company wide and has shown skill managing in an environment where leadership and high professional integrity and accountability are integral to the business philosophy.

IDEAL EXPERIENCE


Design and Implementation of HR Programs
Has worked closely with an executive leadership team and has a record of partnering with line managers in the design and implementation of value-added, customer-driven HR programs and services that enhance the company's ability to scale.

Change Management Experience
Has led significant change management initiatives and cultural modification deemed critical to a company's success in a highly competitive business climate.

Team Development
Has helped leaders build out high-performance teams throughout the organization, and created environments that encourage innovation and managerial excellence.

Global Experience Has experience working with an international organization.

CRITICAL LEADERSHIP CAPABILITIES

Collaborating and Influencing
  • Negotiates with a genuine give-and-take approach, where both act as true peers and decisions are shared.

  • Spends time identifying all stakeholders necessary and meets or connects with all of them, neglecting no one to shape a collective consensus.

  • Identifies opportunities to build relationships that will help others achieve their objectives and reaches out to those people or new people.

Building People Capability

  •  Engages with employees to develop a clear perception of long-term capabilities/potential, and to provide balanced feedback/guiding principles.

  • Gives practical support and guiding principles for growing capabilities, not just technical skills.

  • Systematically develops employees through stretch assignments with specific competency development goals.

  • Uses informal and structured approaches to career development to focus on individual improvement over time.

  • Supports promotion of own people when talent is needed elsewhere and it provides individuals with development opportunities.