Director Human Resources Caterpillar

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Job Summary:

Caterpillar has an exciting Director Human Resources opportunity for our Europe, Africa, Middle East and Eurasia (EAME) Distribution Division within our Digital, Technology and Distribution segment.

Reporting to the SVP EAME Distribution, this HR leader will direct the development and implementation of global HR strategies aligned with business objectives, providing guidance on HR policies and practices, fostering a culture of employee engagement and development.

What you will do:

• Act as a trusted coach providing guidance to senior leaders on HR-related matters, including performance management, compensation, and benefits, etc.
• Align HR policies and programs for their division which promote employee engagement, retention, and performance.
• Analyze HR metrics and data to identify trends and opportunities and develop a story to provide data-driven recommendations to senior management.
• Collaborate with senior management as a strategic advisor helping identify and prioritize HR initiatives that align with the organization's strategic goals and objectives.
• Lead a team of HR leaders to collaborate effectively with other Centers of Excellence and serve as thought leaders to the business and HR.
• Lead, support and, influence the design and change management approach of large-scale talent-focused change efforts impacting highly matrixed lines of business.

Degree Requirement:

Degree or equivalent experience desired.

What you will have (Skills and Experience):

Business Acumen:

Knowledge of business concepts, tools, and processes that are needed for making sound decisions in the context of the company's business; ability to apply this knowledge appropriately to diverse situations.

Designs the organization's planning processes and decision-making channels.

Explains business issues and trends of own business unit as compared to other business units.

Demonstrates a big picture understanding of the business, its interrelationships, and priorities.

Demonstrates strong foundation of business fundamentals, measurement, and business finance.

Develops business cases for own function; reviews and critiques cases for other functions.

Explains advantages and risks of using business simulations for critical business decisions.

Decision Making and Critical Thinking:

Knowledge of the decision-making process and associated tools and techniques; ability to accurately analyze situations and reach productive decisions based on informed judgment.

Differentiates assumptions, perspectives, and historical frameworks.

Evaluates past decisions for insights to improve decision-making process.

Assesses and validates decision options and points and predicts their potential impact.

Advises others in analyzing and synthesizing relevant data and assessing alternatives.

Uses effective decision-making approaches such as consultative, command, or consensus.

Ensures that assumptions and received wisdom are objectively analyzed in decisions.

Influencing:

Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside own organization.

Defines strategies and plans for influencing multiple decision makers.

Debates issues to bring the most critical points to the forefront for decision making.

Gains acceptance of ideas and suggestions from senior business executives.

Coaches others on effective influencing strategies and tactics.

Influences high-impact, high-risk and highly complex situations.

Demonstrates ability to influence at all levels of the organization.

Leadership:

Knowledge of leadership practices and processes; ability to use strategies and skills to enlist others in setting, embracing and achieving objectives while having a long-term perspective of the future state of things and how to get there.

Translates vision into specific functional or departmental initiatives.

Uses a normative decision model (with leadership styles and situational variables) to select style.

Promotes efficacy through monitoring, coaching & motivating subordinates, intervention, etc.

Uses emotional contagion to affect the mood of group members, tone of group and group processes.

Initiates structure: role clarification, setting standards, holding subordinates accountable, etc.

Employs various group decision-making methods depending on the situation.

Talent Management:

Knowledge of how an organization attracts, recruits, retains, identifies and develops talent; ability to develop the talent required for an organization to achieve its short-term and long-term goals.

Creates a system to organize and maintain records of organizational employees.

Develops organizational best practices for the management of talent.

Advocates the development of new technologies and tools for talent management.

Monitors industry trends and promotes industry-wide developments and improvements in talent management.

Creates guidelines for qualities needed in prospective employees.

Leads discussions on the historical background and future perspective of talent management.

Additional Details:

• This role is based in the office, 5 days a week.
• Domestic relocation is offered for this role.
• Sponsorship is not offered for this role.