Director, HRBP

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.

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.

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

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.