About Fisker Inc.
California-based Fisker Inc. is revolutionizing the automotive industry by developing the most emotionally desirable and eco-friendly electric vehicles on Earth. Passionately driven by a vision of a clean future for all, the company is on a mission to become the No. 1 e-mobility service provider with the world's most sustainable vehicles. To learn more, visit www. FiskerInc.com – and enjoy exclusive content across Fisker's social media channels: Facebook, Instagram, Twitter, YouTube and LinkedIn. Download the revolutionary new Fisker mobile app from the App Store or Google Play store.
The Director, HRBP, will be responsible for leading the execution of the people strategy to deliver business results, as well as create tailored solutions to provide thought partnership and business talent strategies to Fisker Inc. Key focus is on becoming a strategic advisor to executives, managers and employees on organizational and people related issues. Through collaboration with HR Centers of Excellence, the individual in this role provides multi-faceted strategic support to senior leaders and executives in all areas of talent management to include talent acquisition, performance management, employee relations, workforce and succession planning, employee development, employee engagement, workplace culture, diversity, compliance, compensation, and benefits. The Director, HRBP, will lead a team of HRBPs and together, will serve as coaches and consultants to all employees at all levels within the organization.
Manage and develop HRBPs by identifying, delegating, and prioritizing workload to drive the execution of company and department initiatives.
Provide daily support to managers with employee attraction, development, and retention issues which may include Annual reviews, Leadership coaching, Career pathing, Advanced HR reporting and metrics, Special project assistance.
Build effective and positive working relationships with all leaders within the company to create learning culture throughout the organization.
Conduct regular, effective one on one meetings with both direct and indirect reports.
Designs, develops, implements, and evaluates learning and coaching experiences for all levels of staff that enhances the productivity and quality of work, builds employee loyalty, engagement, and morale.
Work closely with management and employees to improve working relationships, build employee engagement and retention.
Effectively resolve complex performance management, employee relations matters and complaints.
Foster a professional environment that respects individual differences and enables all employees to develop and contribute to their full potential.
Partner closely with the Talent Acquisition team to develop and support comprehensive recruiting and retention plans to meet the current and future talent needs of the business.
Collaborate with business leaders and Compensation & Total Rewards team to ensure our Total Rewards approach is competitive and cost effective; our compensation programs drive the desired behaviors and results while maintaining internal equity and diversity equality.
Offer guidance and consultation to leaders, managers and employees on topics ranging from organizational design to leadership development, compensation, and performance management.
Support Organizational transformation, ensuring success of newly implemented operating model and associated org design, unblocking the pain points that come with a large strategic change and supporting change management efforts to enable new ways of working.
Lead, manage and coach L&D professionals. Collaborate effectively with all verticals of HR including, Talent Acquisition, HR Operations, Compensation & Total Rewards.
Lead the strategic development of learning experiences at all levels in the organization creating impactful programs that support ongoing employee development and leads to strong learning outcomes in support of Fisker's mission.
Provide guidance to management on Fisker's policies and procedures to ensure consistency and compliance.
Coordinate with legal counsel as needed in regard to employment-related legal matters and policies.
Develop change management plans for projects and/or change initiatives; evaluate the impact of planned organizational change; identify risks and develop risk mitigation tactics.
Owns strategy and/or development of all training content delivered to Fisker's global workforce including but not limited to mandatory, job- specific, technical, and leadership and development training.
Monitor effectiveness of training initiatives and make necessary changes to enhance overall effectiveness of programs.
Develops, oversees, and leads all career development and succession planning initiatives.
Serve as a strategic partner and coach to senior leadership focused on a transformational talent agenda designed to attract, develop, and retain the best talent in the industry.
Partner with the Vice President, Human Resources, and HR team members on employee engagement approach and follow through
Create, implement, and execute a companywide learning and development strategy.
Measure quantitative and qualitative impact of our leadership programs
Resolve complex employee relations issues through partnership with Legal.
Understand business strategies and how to develop high impact human capital solutions.
Have a data driven mindset to assess organizational metrics and provide insights to the business
Consistently measures effectiveness of HR initiatives and programs to ensure they are delivering desired outcomes.
Delivers the cyclical end-to-end Performance Review and Development process.
Coaches leaders on the performance planning and review processes including SMART objectives and giving effective feedback.
Help foster a culture of innovation, in an environment that requires high levels of scalability, security and reliability.
Basic Qualifications / Knowledge / Experience
10+ years of HR leadership experience with proven success in linking HR strategies to the business.
Bachelor's degree in education, Business, Organizational Development, Psychology, or related area or equivalent experience. A master's degree is a plus.
Demonstrated ability to think strategically yet tactically evaluate and implement sophisticated HR-related programs and initiatives.
A history of partnering well with senior leadership teams and partners to develop a culture of innovation, excellence, and openness; abilities and ideas that build and improve the culture.
Strong attention to detail; advanced analytical and problem-solving skills
Critical thinking and data analysis skills with success in working cross- functionally to implement solutions to business issues.
Mastery of MS Excel and PowerPoint
Ability to perform in a high-pressure environment, and be able to meet tight deadlines.
A demonstrated ability to mentor and lead outstanding talent.
Advanced to expert-skill level for Microsoft Office applications
Must have ability to handle confidential matters and information, strong business acumen.
Preferred Attributes/ Competencies
Entrepreneurial & innovation mindset; flexibility, sense of urgency, creative problem solver
Positive attitude, team player, collaborator
Results oriented, attention to both “big picture” as well as detail.
Excellent communication, management, and leadership skills
Preferred Skills / Experience / Competences
Drive for Results : Drive for high performance, takes responsibility and works towards planning targets, overcoming obstacles, setbacks, and uncertainty.
Business Acumen: Contribute to the company strategy and aligns the strategic priorities of own area with the direction and strategic priorities of the broader organization.
Customer Centricity: Anticipates evolving customer needs and how to address them, doing the right thing in the right way
Decision Making: Makes timely, informed decisions that consider the facts, goals, constraints, and risks.
Analytical Thinking: Gather relevant information, identify key issues, compare data from different sources; draw appropriate conclusions to arrive at appropriate solutions.
Teamwork & Collaboration: Facilitates Collaboration, actively engaging and to make joint decision and share best practices.
Displays Global Perspective: Conveys an understanding of the organization's global market position, opportunities, capabilities, and competitive threats and takes cultural issues and geographic differences into account when making plans and decisions.
Certification- SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment.
Expected Salary Range
$145,000.00 to $186,900.00 Per Year.
Salary is one part of total compensation which includes bonuses, equity awards as applicable, and benefits. An employee is eligible to participate in Fisker's equity program, subject to the rules governing such programs.
Fisker provides comprehensive medical, prescription, dental, vision, and disability insurance packages for full-time employees, their spouse or domestic partner, and children up to age 26. Coverage is effective on the first day of employment, and Fisker covers most of the premiums for employees.
The salary offered may vary depending on multiple individualized factors including market location, job-related knowledge, education/training, certifications, key skills, experience, internal peer equity as well as business considerations. Fisker reasonably and in good faith expects to pay for the position within the salary range listed, taking into account the wide variety of factors listed above.
Fisker Inc. is an Equal Opportunity Employer; employment at Fisker Inc. is governed based on merit, competence and qualifications and will not be influenced in any manner by race, color, religion, gender, national origin/ethnicity, veteran status, disability status, age, sexual orientation, gender identity, marital status, mental or physical disability or any other legally protected status.
Applicants wishing to view a copy of Fisker Inc.'s Affirmative Action Plan for veterans and individuals with disabilities, or applicants requiring reasonable accommodation to the application/interview process should notify the Human Resources Department