BUSINESS LEADERSHIP & STRATEGY: Business Leadership Discipline deals – from an enterprise perspective – with the processes and activities used to formulate objectives, practices and policies aimed at meeting short- and long-range organizational needs and opportunities, and focused in particular on human capital issues. It includes the strategic planning process and the process of aligning the human capital management plan with the strategic plan SKILL LEVEL: 10

ORGANIZATIONAL AND EMPLOYEE DEVELOPMENT/SUCCESSION PLANNING: This functional area focuses on improving organizational effectiveness andtraining employees to meet current and future job demands. Other resources address change management, coaching, leadership development, succession planning, social networking, knowledge management, measurement systems and outsourcing employee development. SKILL LEVEL: 10

GLOBAL HR/ EXPATRIATE POLICY DEVELOPMENT/ADMINISTRATION: It includes matters such as management of global workforces, expatriation and repatriation, HR practices, policies and laws around the world, and those arising in specific countries and regions. SKILL LEVEL: 9

COMPENSATION – DEVELOPMENT/ADMINISTRATION: CompensationDiscipline deals with the various forms of direct and indirect compensation – that is, employees’ pay – that employers use to attract, recognize and retain workers. It includes designing and administering compensation systems including base pay, bonus and option programs, overtime, differential and incentive pay. SKILL LEVEL: 9

BENEFITS – DEVELOPMENT/ADMINISTRATION: Benefits Discipline deals withthe various forms of indirect employee compensation – commonly referred to as ”benefits” – that employers use to attract, recognize and retain workers. It includes designing and administering benefits such as paid leave, insurance, retirement income and various employee services, qualified and non–qualified plans for Executive Leadership as well as various benefits mandated by federal, state and local laws and regulations. SKILL LEVEL: 9

CONSULTING: The Consulting Discipline deals with the practice of delivering all aspects of human resource management as an external provider, and with the professional and business issues associated with operating such a practice, including client development, contracts, client management and the like. SKILL LEVEL: 10

RECRUITMENT/STAFFING: It includes sources on pre-employment screening and testing, contingent staffing, Executive Search, retention strategies, recruitment technologies, recruitment process outsourcing and workforce planning. SKILL LEVEL: 9

LABOR RELATIONS: The Labor Relations Discipline deals with the elements of formal labor-management relations – protected activities, unfair practices, union organizing, recognition and representation elections – as well as collective bargaining and contract administration. SKILL LEVEL: 8

EMPLOYEE RELATIONS: It includes the processes of analyzing, developing, implementing and administering the employer-employee relationship; performing continuing evaluation of it; managing employee performance; ensuring that relations with employees comply with applicable federal, state and local laws and regulations; and resolving workplace disputes. SKILL LEVEL: 9

EEO/AA/DIVERSITY: The Diversity Discipline deals with the differences and similarities that make individuals unique, such as individual and organizational characteristics, values, beliefs, experiences, backgrounds, preferences and behaviors, as well as how organizations can leverage those qualities in support of business objectives. The EEO/AA function manages the relationship of the Company and the US Government regarding governmental compliance. SKILL LEVEL: 7

SAFETY & SECURITY: It includes the organization’s efforts to prevent and/or mitigate loss, risk to or from personnel, threats to its physical assets, damage to its technology and intellectual property, and risks arising from all elements surrounding the work environment. SKILL LEVEL: 6

ETHICS AND CORPORATE SOCIAL RESPONSIBILITY: This discipline deals with the social impact of business decisions in the area of employment practices, corporate governance, and sustainability and philanthropy, as well as with the role of the human resource profession in improving the quality of life of employees, their families and the community at large. SKILL LEVEL: 5

TECHNOLOGY: This function includes matters involving human resource information systems, automated scheduling and timekeeping systems, the technology aspects of workplace security, trends in technology, effective practices, and vendor and software selection. SKILL LEVEL: 6

KEY PERSONAL ATTRIBUTES:

1. No significant weaknesses in overall HR technical skillset. No training required;
2. Politically savvy – I don’t have to win every battle. I know when to engage and when not to engage. Am not intimidated by strong peers or internal players;
3. Businessman first, HR Executive second;
4. Understand relationship of HR function to the business units HR supports;
5. Well versed in supporting diverse internal client business and functional areas (one size does not always fit all). Work to find and rationalize the differences;
6. Broad understand of how to support Leadership Development & Succession, to include the various technologies associated with managing these activities;
7. Have worked in and managed within an International Environment. Good understanding of cultural, political and international business differences;
8. Highly analytical; ability to connect the dots – particularly insofar as the politics of an organization are concerned;
9. Outstanding communications skills, both orally and in writing. Highly persuasive in inter-personal interactions.