The Role: S&P Global Platts is seeking a HR Director for our London office to provide strategic HR leadership, direction, partnership and consultation to S&P Global Platts global commercial organization, including Sales and Marketing functions.
In this role you will direct and drive the client group’s People and Organisation Strategy and Plan in order to achieve its business plan and drive organizational effectiveness. You will manage the execution of business engagement on matters relating to workforce planning, diagnosing and prioritizing work appropriately to match the business imperatives, building a pipeline of talent, performance consulting, succession, leadership coaching and capability - derived from the business strategy to ensure alignment of resources and capabilities with business priorities.
The Impact: This role will enable you to drive human capital plans and programs in a complex legal, regulatory, business and market environment.
The Career Opportunity: For the right candidate, this is an opportunity to work for a company that is a results-focused meritocracy. We set high standards and value accountability. We seek to identify and reward exceptional performance with growth opportunities.
The Team: Reporting to the Vice President, Human Resources, you will be a part of a dynamic HR team covering the commercial organization.
Hiring Manager says: “I am looking for a candidate with a breadth of knowledge in the industry, business, and all functional HR areas. This person must be able demonstrate an ability to lead major projects and partner with senior business leaders, COE’s, global shared services, HR BP’s, as well as other members of the global HR team”.
Define, develop and operationalize human capital plan to achieve business goals: define needs, identify solutions, prioritise and contract with the business and mobilize resources needed for execution. Calibrate business level HR plans with corporate HR strategic objectives. Adjust HR plans in response to changing internal and external business environment.
Partner with business on strategic workforce design including organization, needed competencies and expense objectives. Develop all business rationales for organization restructure. Collaborate with all COE’s to identify and develop current and future leaders. Meet diversity objectives and ensure competitive and equitable compensation practices and programs.
Partner with COE’s to ensure appropriate performance management system in place to drive business results. Provide senior management with consultation and advice on organizational issues.
Partner with Total Rewards COE to establish a total rewards compensation strategy that is aligned with business objectives, consistent throughout the business and facilitates strong performance.
Influence business decisions regarding expansion to new locations and take the lead HR role in the set up of any new people related activity, including organisation design, talent acquisition (internal/external) strategies, reward strategies and global mobility.
Take lead HR role in any due diligence activity for acquisitions or divestitures. Advise on in-country legislation, regulatory issues related to the employment relationship and relevant local practice.
Hold a leadership role in change and culture management initiatives that result from acquisition or divestiture, restructuring, employee engagement survey or other change initiatives.
Provide guidance and counsel to global and regional leaders with regard to all aspects of Employee Relations, including performance management, disciplinaries, grievances, redundancies and restructures. Secure additional HR resources to provide coaching and support as required.
Lead on ER activity and environment to ensure business risk is mitigated and employee issues are dealt with in a timely manger.
Provide solid HR metrics and value-added analysis of these to client group management, to enable effective HR related decisions. Use metrics to understand trends and make recommendations to business leaders.
Partner with Talent Development COE to develop leadership talent to meet the growth objectives of the business.
Partner with Talent Development COE on talent assessment, review and succession planning processes. Identification and development of high potentials, emerging leaders and critical positions to support changing organization needs.
Play a lead communications role for the employment brand, talent strategy and change management. Play a leadership role in all human capital initiatives within business.
Provide HR business partnership to the leaders around the world, with Platts and coordinate activity where necessary, either regionally or globally to meet the requirements of the business in order that business goals will be achieved.
Working across multiple geographies, languages, currencies, legal and regulatory environments.
Ensuring compliance with legal requirements to mitigate business risk, both reputational (e.g. adverse publicity, poor job market perception), legal and financial risk.
Support international mobility and provide knowledge and experience in relation to immigration requirements.
Serve on project teams as required.
Share HR best practices with peers and business.
The ideal candidate will have:
Experience of working for an International organisation and successfully managing within a matrix organisation.
Ability to anticipate trends, changes and repercussions; bring HR point of view to business decisions
Must be a relationship builder and business ally with a strong ability to influence senior management on Human Resources and business issues and decisions and transfer it to HR strategy and results.
Proven experience in operational knowledge in the areas of staffing, rewards, talent development, organization development. Strong business and financial acumen.
Exceptional communication, influencing, facilitation and presentation skills are necessary to actively communicate with all levels of management, staff, outside agencies and customers to drive business results.
Strategic planning, creative and innovative thinking skills, along with high intellect and sound judgment with a track record of getting results.
Strong project management skills and the ability to execute large-scale initiatives in a complex, matrix global environment while maintaining focus on the business and its customers. .
Have a global mindset and an understanding of culture and change management and how to integrate talent management into an organization’s strategic objectives.
Bachelor’s degree required in an HR or business-related field. Advanced degree preferred.
Demonstrated ability to use metrics for fact based decision-making.
Strong business English and preferably additional language capabilities.
About S&P Global Platts
At S&P Global Platts, we provide the insights; you make better informed trading and business decisions with conviction. We’re the leading independent provider of information and benchmark prices for the commodities and energy markets. Customers in over 150 countries look to our expertise in news, pricing and analytics to deliver greater transparency and efficiency to markets. S&P Global Platts coverage includes oil and gas, power, petrochemicals, metals, agriculture and shipping.
S&P Global Platts is a division of S&P Global (NYSE: SPGI), which provides essential intelligence for individuals, companies and governments to make decisions with confidence.For more information, visit www.platts.com
To all recruitment agencies: S&P Global does not accept unsolicited agency resumes. Please do not forward such resumes to any S&P Global employee, office location or website. S&P Global will not be responsible for any fees related such resumes.