Sensata Technologies, Inc. Sr. Director, Human Resources, Asia in Shanghai, China
Sensata is looking for a Sr. Director of Human Resources (HR) to support the Pan-Asia Automotive, Sensing Solutions, and Manufacturing Operations for Sensata. The Sr. Director of HR plays a critical role in the execution of the HR Strategy. Partnering with the Business Leaders in support of strategic business objectives, the Sr. Director of HR advises and coaches leaders in all elements of talent management, including identifying current and future people implications. This role works collaboratively with HR Centers of Excellence and Shared Services to develop and deliver integrated HR solutions, including workforce planning, performance management, succession planning, engagement, diversity, and leadership development. This position is based in Shanghai, China.
The successful candidate must demonstrate the ability to be patient and comfortable in the midst of a highly complex, matrixed work environment, and will not get easily frustrated by ambiguity. S/he will display a highly collaborative style; and have demonstrated skill and comfort in building relationships with senior level and executive management, peers and employees at all levels. S/he must demonstrate personal characteristics including high energy, commitment to excellence, strong leadership and executive presence, and a continued focus on developing future leaders. They will have a track record of absolute integrity and a dedicated work ethic. S/he will be bold yet approachable; resilient and adaptable with superior communication skills.
Partners with senior client leaders to build a strategic talent plan, aligned to the client organization’s strategy.
Acts as a trusted advisor and coach to the senior client leadership team while building deep client understanding and relationships, resulting in strategic alignment with the organization as well as organizational trust in, and partnership with, the HR function.
Aligns organizational workforce plans with Talent Acquisition planning processes.
Assesses the talent needs of the client group through internal evaluations and external environmental scans to identify current and anticipated talent related issues.
Uses data and insights to inform business cases for changes to talent strategies or practices. Decisions and recommendations are informed by data, leading to improved outcomes and buy in. Talent implications are evaluated as part of the senior leadership team’s decision-making process.
Facilitates talent-related change management activities. Evaluates the impact of proposed changes on employees; advises the client groups on alternatives and change mitigation.
Partners with senior client group leaders to design organizational structure, job roles, and talent management processes to drive business unit performance.
Foster deep and current knowledge of HR department functions and capabilities through ongoing discussion and collaboration with HR colleagues in a highly matrixed structure
Act as a single point of contact and intermediary for employees and management in assigned business units.
Participate in the creation of clear, concise, and standardized mechanisms for reporting data findings to the business, including dashboards and scorecards.
Actively reach out to business leaders and work with them to collaboratively identify opportunities for HR program and practice improvement.
Coach business leaders and managers on HR and people management practice.
Maintain current understanding of the organization’s financial status, product and service offerings, customer segments, and revenue-generation models.
Scan the broader business environment on an ongoing basis for trends and issues that may affect talent management in the organization.
Lead the development of HR measures and metrics that track progress towards goal achievement and yield meaningful data.
Analyze a broad range of HR data to identify valid insights and convert these insights into recommendations the business can use to make decisions.
Provide business leaders and managers with an HR perspective on business decisions by leveraging strong knowledge of all HR functions.
Evaluate the impact of proposed changes on employees and manage change to minimize disruption to the business.
Collaborate with business leaders to design organizational structures, job roles, and talent management processes to drive organizational strategy.
Maintain a current knowledge of legislation and regulation that relate to HR issues, and participate in developing appropriate policies and procedures.
Participate in the development of the annual HR strategic plan.
Planning and Execution
Apply rigorous project management techniques to planning and implementing cross-functional HR initiatives that support current and future business strategies.
Coordinate with HR department function experts and others to deliver on business requests and solve business problems.
Make appropriate and cost-effective adjustments to project plans considering changes in business needs or conditions.
Implement HR-related programs within business units, such as rewards and recognition and employee development initiatives.
Job Requirements & Skills:
Bachelor’s Degree required, advanced degree is desired, and an MBA will provide advantage in connecting to the business leaders
15+ years progressive experience with 5+ years leading remote HR teams
Demonstrated HR experience in a multi-business unit environment
Experience leading global or enterprise wide teams
Experience leading teams in an environment of transformation and change
Strategic thinker with strong practical judgment
Proven track record of quickly being able to build relationships and establish trust with senior management
Previous leadership or Human Resource Management experience.
Thorough knowledge of human resource management practices and employment related legislation.
Ability to collaborate with and influence peers
Strong written and oral communication skills
Capable of planning and managing projects with attention to achieving timely, cost effective outcomes
Strong skills in engaging, focusing, coaching, and developing a high performing team
Able to travel pan-Asia up to 30%
Excellent written and oral communication skills.
Able to communicate complex ideas and business concepts in accessible terms.
Highly analytical with proven problem-solving skills.
Customer service oriented, recognizing the importance of client services.
Proven ability to work effectively on a team, providing support to other team members.
Able to exercise excellent professional judgment.
Proven leadership abilities to motivate, coach, and develop others.
Ability to work independently.
Able to work in a fast-paced environment, prioritizing work accordingly.
Able to adapt to changes in the organizational environment.
Confidence in influencing and interacting with executives.
Collaborating at Sensata means working with some of the world’s most talented people in an enriching environment that is constantly pushing towards the next best thing.
Employees work across functions, countries and cultures gaining new perspectives through mutual respect and open communication.
As OneSensata, we are working together to make things work together
NOTE: If you are a current Sensata employee (or one of our Affiliates), please back out of this application and log into Workday via the Company Intranet to apply directly. Type "FIND JOBS" in the Workday search bar.
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