Description:
The Director, People & Culture (Corporate HRBP) is responsible for supporting Support Center team members and line managers within TravelCenters of America, defining and delivering the people plan that enables the business to achieve its goals, with engaged, high-performing teams. This individual provides people & culture (P&C) support for a broad spectrum of activities based on advanced experience in this field and skilled judgement, ensuring consistent and effective delivery of P&C initiatives and projects in line with local legislation, TA policy and best practice.
The P&C Director will support senior leaders as a strategic business partner providing business driven insights to support decision making and determine appropriate business wide interventions. They also act as coach to the team, and a champion for team effectiveness, values & behaviors and leadership expectations. The Director will act as a line manager for an assigned team of P&C advisors driving the appropriate behaviors to achieve success, including a continuous improvement culture, whilst delivering performance management, technical development, and coaching.
Duties and Responsibilities
People fundamentals
- Deliver reliable, compliant, and secure HR operations in support of the business
- Ensure health, safety & duty of care for our people
- Provide analytics and insights to make robust people and business decisions
- Provide business facing HR consultation and advice to senior leadership and may facilitate resolution of everyday queries and coaching to drive engagement, pre-empting and resolving employee relations (ER) cases, and ensuring that diversity and inclusion are a foundation of the P&C people plan and supported throughout all people management activity.
- Develops a deep understanding of the business and the people they support
- Partners closely with other P&C advisors and Centers of Expertise to agree and define product outcomes, and activity prioritization, employee development, performance management, coaching, etc.
- Leverages best practices and identifies efficiencies and opportunities for synergies by connecting across P&C teams
- Ensures personal and team compliance with the function's safety and ethics rules and processes, follows procedures, and provides an exemplary display of bp's Values & Behaviors.
Right people, right place, right time
- Create & sustain an effective organization to support delivery of business strategy, and focuses on driving and delivering organizational change initiatives as appropriate
- Support the Talent Acquisition team to attract, select and retain the right people from the internal and external market, demonstrating our compelling employer brand
- Support the development of a strategic talent plan for the business, working in partnership with the talent team to ensure it is aligned to business strategy and taking into account the external environment
- Drives talent management initiatives, enabling people to build the capabilities our business values
Environments where people & performance thrive
- Enable a compliant and high-performance culture through aligned performance management, reward and recognition frameworks, managing the delivery of integrated solutions to the business and overseeing the ongoing and annual reward processes.
- Drive engagement with our people from their very first interaction with bp.
- Leverages agile methodologies to maximize value to end customer (business leaders, and employees).
Key capabilities
- Partnering with the business & coaching for success
- Proactive talent management & Employee relations
- Delivering value through agile work practices & digitally enabled
- Willingness to challenge established practices and offer new solutions if needed
- Delivering through bp values and behaviors & bp leadership expectations
- Great communication skills and the ability to influence key senior stake-holders
Qualifications
- Bachelor's degree or equivalent work experience required. Degree preference in Business Administration, Human Resources, or other relevant field.
- Usually requires at least 10 years’ experience in Human Resources, proven capability and experience in strategic talent management, employee relations, change management, and organizational development.
- Strong leadership capability and a role-model of best practices in building capability, coaching and driving high performance.
- Track record of effective strategic partnering and executive level coaching, with demonstrated ability to apply business acumen and clearly link value to business results.
- Experience with organizational change and working in a matrixed organization and working knowledge of local labor legislation and regulations.