Partners with the business to contribute to talent outcomes and enhance our culture to enable business success. Operates in service of, and in partnership with, the business to proactively engage, listen, and collaborate with business leaders to identify strategic needs, purposefully balance enterprise and local needs, shape solutions and interventions, and determine priorities using technology and people analytics. Leverages the full HR function to meet business needs deliver as ONE HR team. Developing authentic and capable leaders who embody Cummins Leadership Behaviors and bring talent strategies to life.
Workforce Solution Developer: Delivers a strategic workforce plan that directly and clearly links innovative and effective talent strategies with strategic business objectives. Assesses strategic talent concerns, risks and opportunities and delivers on the agreed plan that drives solutions to meet the strategic needs of the business. Strategic Consultant: Understands the issues facing the business in the present and future. Engages with business leadership to ensure the HR priorities are aligned to those strategic business needs. Functional Facilitator: Leverages the full HR function to deliver as ONE HR team, ensuring clarity on who is driving what dimensions of work and the expected outcomes and timelines. Collaborates with all arms of HR to manage initiatives and regularly review impact and success. Works nimbly to adjust as necessary to enable business success. Organization Effectiveness \& Change Leader: Partners with the business to identify areas where improvement to the efficiency and effectiveness of the organization is required. Is courageous in developing and leading change management initiatives designed to drive the business culture and performance improvements critical for future success. Leadership Coach: Invests time and resources into developing authentic and highly capable leaders and are always thinking about ways to bring Cummins values to life. Assists leaders in identifying their development areas and building development plans acting as a confidant. Contributes to succession planning to identify key and pivotal roles in their area of responsibility, ensuring that any leadership gaps are closed that may arise in the future. Culture Champion: Leveraging listening strategies to understand sentiment and drive engagement and connection. Using multiple listening vehicles ensures employee voices are being heard, and visible plans are implemented to drive improvements to the employee engagement, experience, and culture at a site/local level.
Project Management \- Establishes and maintains the balance of scope, schedule and resources for a temporary effort (a “project”). Ensures results/impact from temporary effort are fully realized as possible.
Change Management \- Applies the Cummins structured process and tool set for engaging individuals and organizations through change to achieve and sustain business results and outcomes.
Organization Design \- Applies Cummins Organization Design principles and tools, whilst partnering with leaders, to determine the optimal organizational design and structure to deliver on strategic goals.
Team Effectiveness Facilitation \- Guides team to increased effectiveness through observation, facilitation and application of structured tools to enhance team and individual awareness, resulting in a capability to deliver desired business outcomes.
Team Effectiveness is part of Cummins leadership development framework which focuses on developing self aware and effective leaders.
Data Analytics \- Discovers, interprets and communicates qualitative and quantitative data; determines conclusions relying on knowledge of business or functional frameworks; simultaneously applies statistics, data validity, data visualization, and problem solving approaches to effectively extract meaningful patterns and business insights; presents conclusions and outcomes that enable data driven business decisions.
Human Resources Consulting \- Collaborates with partners to observe the environment and apply sound judgment informed by knowledge, skills, and experiences to diagnose, identify and optimize opportunities to provide holistic solutions, while balancing the needs of stakeholders, primarily employees, with those of the organization.
Strategic Workforce Planning \- Leverages business insights, qualitative and quantitative data to develop comprehensive talent solutions that meet the strategic needs of the business; ensures the organization has a diverse and robust pipeline of talent that delivers the necessary mix of skills and capabilities, organizational structures, and talent placement to be successful now and in the future.
Ensures accountability \- Holding self and others accountable to meet commitments.
Values differences \- Recognizing the value that different perspectives and cultures bring to an organization.
Financial acumen \- Interpreting and applying understanding of key financial indicators to make better business decisions.
Cultivates innovation \- Creating new and better ways for the organization to be successful.
Demonstrates self\-awareness \- Using a combination of feedback and reflection to gain productive insight into personal strengths and weaknesses.
Business Acumen \- Ability to integrate into the business decision making process by applying a relatable understanding of the industry, market conditions, shareholder expectations, business strategies, business value propositions, and key profitability levers.
Strategic Problem Solving \- Drives solutions to strategic problems that fall outside of past experience through a top\-down, hypothesis\-driven approach with frequent iteration that evolved with diverse learnings gathered through the course of the project.
College, university, or equivalent degree in Human Resources, Business, or related field highly preferred
Significant level of experience required
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