Region HR Head - NAM

Hitachi Energy is seeking a Region HR Head - NAM. The role will be based in Raleigh, NC. The role will have HR oversight for NAM Region, Country HR US, and Regional Marketing & Sales.

NAM Region HR Head Responsibilities

• Take functional direction from the Chief HR Officer
• Provide regional perspective to the global HR function in the HRLT; be the voice of all business units and functions, representing one regional voice
• Provide regional perspective in the design and execution of the global HR strategy
• HR partnership with regional head in their responsibilities
• Provide functional direction to country HR manager role in their respective responsibilities: Compliance, representation, HR community management

Country HR Manager Responsibilities

• Receives functional direction from regional HR Head
• The country HR manager ensures partnering with the country Managing Director and other senior leaders to ensure compliant people practices and policies in country and in related branches.
• Ensure fiduciary responsibilities for country are complete (license to operate)
• Supports global employer brand strategy by playing an active role internally through advocacy and externally representing Hitachi Energy as an employer of choice aligned with local employer brand and university relations activities.
• HR community management within the country (in alignment with NAM region)
• Acts as a country labor relations leader and ensures strong labor and key stakeholder relations internally and externally. Negotiates agreements with workers councils or other employee representative bodies based on agreed targets with COEs and business.

Regional M&S HRBP

• Relationship Management: Establish strong relationships to manage and develop the M&S population, acting as consultant, sparring partner, and coach.

• Competence and Capability Development: Ensure mid-long term organizational capabilities are understood and actioned. Implement learning and development activities in collaboration with L&D, and measure their effectiveness.
• Talent Acquisition and Pipeline Management: Work closely with the talent acquisition team to ensure a healthy and sustainable talent pipeline, considering internal and external talent pools. Drive and execute talent processes with business leaders, including identification and succession planning for critical positions.
• Workforce planning, staffing and Business Targets: Ensure short-term business positions are adequately staffed to meet or exceed targets, following TA guidelines.
• Performance and Organizational Structure: Build a performance culture by implementing global business performance standards, KPIs, and targets. Develop high-performing teams through restructuring, optimal utilization, redeployment, and right-sizing of resources. Implement and optimize organization structures and principles in line with group and global standards.
• HR Analytics and Issue Management: Analyze HR data to understand organizational dynamics, trends, and issues; define and execute appropriate actions. Identify performance issues and address them in collaboration with line managers and other HR players. Identify issues and risks and work with C&B to take necessary actions.
• Change Management and Compliance: Translate change management requirements into actions that support the business strategy and plans. Apply in-depth business knowledge to support and coach line managers in implementing necessary measures for change, including communication, reorganization, performance management, motivation, and recognition. Ensure compliance with global and local standards, rules, tools, policies, and processes related to operations/project execution. Share and develop best practices across the HR community

Requirements

• Bachelor's degree required; Masters degree preferred.
• Several years as Country HR, Senior HR Business Partner or equivalent experience ideally within a fast-paced global organization; minimum 10 years' experience overall.
• Excellent business understanding.
• Strong leadership, collaboration, influencing and negotiation as well as change management skills.
• Deep knowledge of US employment-related laws and regulations.
• Knowledge and expertise related to local HR policies, processes and practices of Compensation and Benefits, Recruitment and Onboarding, Performance Management, Leadership Development and Global Mobility.
• Strong business/ labor market understanding.
• Strong negotiating and influencing skills.
• Assertiveness, interpersonal and communication skills with a proven ability to build positive relationships with multiple stakeholders and with employees at all levels of the organization.
• Credibility and recognition of ethical behaviors.
• Fluency in English.