Experian IT Services (EITS) is the global technology organization that supports all of Experian. Our organization is comprised of about 2000+ employees across the globe supporting our business-critical IT environment/ecosystem. Experian IT Services includes Infrastructure Services, Cyber & Information Security, and Enterprise Architecture.
Job Description
Main Elements of this Position
Summary:
Our future IT landscape will integrate legacy and latest skills, such as coding, analytics, DevSecOps, networks, automation, and cloud technologies, as we adopt an Agile, DevSecOps model. These in-demand skills are in short supply, with market data indicating that demand exceeds availability.
You will provide HR consultation on people strategy and change management, define workforce composition, and accelerate employee upskilling for IT capabilities. Collaboration with Centers of Excellence on leadership design, organization design, total rewards, and talent acquisition may be required.
You will report to the CHRO and partner with HR and business experts globally to meet specific needs. This hands-on position involves working with senior leaders managing international teams, with potential travel.
Areas of focus for this position
HR Business Consulting: Provide consulting on complex HR topics to senior leaders within EITS. The HR Director will advise, coach, and facilitate discussions to build and implement a people plan, partnering with leaders to guide team strategies.
Talent Strategy: Guide leaders in creating a "buy, build, borrow" talent strategy globally, collaborating with Talent Acquisition to hire diverse talent.
Leadership Development: Develop and implement leadership strategies for management, working with corporate Talent Management experts to support growth in the environment.
Employee Development: Create development programs focused on career pathing and training managers to coach and provide feedback.
Diversity, Equity, and Inclusion: Guide projects that promote belonging and inclusion, with a strong emphasis on attracting, engaging, and retaining diverse talent.
Change Management: Facilitate teams and cultural change through projects that enhance team dynamics and processes. Collaborate across departments to implement solutions that benefit the broader organization. Contribute insights as a leadership team member to improve us and achieve financial goals.
Organizational Design: Align organizational structure with goals to improve the effectiveness, covering areas like strategic workforce planning, succession planning, and special projects.
- Collaborate with global HR Centers of Excellence to use experience and data analytics for organizational change.
- Implement talent plans for performance management and organizational development.
- Lead a team to provide HR support and provide meaningful solutions while maintaining high engagement.
- Evolve the People/Talent Management Strategy by partnering with leadership to identify and address critical talent needs using metrics.
- Collaborate on workforce and location strategies.
- Analyze trends with HR peers to create programs and policies.
- Provide daily coaching to leaders on employee relations, policy interpretation, talent management, and organizational design.
- Contribute HR expertise to support strategic decisions in talent strategy execution.
- Build relationships with business groups to align HR with organizational goals and projects.
