Job Description

KEY RESPONSIBILITIES AND DUTIES:

• Lead and drive an effective client-service focused HRBP team that establishes company-wide trust, credibility, and strategic value for the HR function, and consistently role models company values.
• Provide proactive and strategic guidance and support for organizational planning and development initiatives that align the human resources agenda in support of key business strategies and initiatives.
• Serve as a strategic business partner to senior leadership, focused on a transformational talent agenda designed to attract, engage, develop, and retain the best talent in the industry.
• Demonstrate executive presence and strong communication skills to partner, coach, and influence senior levels of management.
• Evaluate the performance of individual HRBP team members, enabling and encouraging development and performance improvement as needed.
• Provide mentorship, coaching, and learning opportunities for HRBP team members.  Serve as a role model and thought leader on a variety of business and HR related topics, and coach HRBPs in their development and professional growth.
• Create a departmental culture of psychological safety, openness, and inclusion that promotes a sense of belonging and enables strong collaboration and partnership, both within the HRBP team and cross-functionally with COE partners.
• Understand business strategies and develop high impact HR solutions with a full lifecycle approach to people management, including: forecasting, staffing, onboarding, performance management, development, succession planning, retention, talent movement, and leveraging workforce insights and analytics.

CRITICAL COMPETENCIES FOR SUCCESS

• RELATIONSHIP BUILDING/INFLUENCING:  Demonstrate effective interpersonal, coaching, consulting, and influencing skills with senior management/partners, combining high-level human capital knowledge with deep organizational understanding. Build strong relationships with solid trust and mutual respect as the foundation, leverage strong judgement skills to make decisions. Instinctively know when and how to introduce change, in such a way that it is broadly accepted and institutionalized.
• VALUES AND LEADERSHIP: Demonstrates alignment to Solidigm’s values (Customer Inspired, Invention, Excellence, Agility, Partnership, and Openness) and culture. Possess exceptional leadership skills, demonstrating an ability to align a team around a unified vision and common set of objectives. Demonstrates commitment to growing and developing internal talent.
• HIGHLY ETHICAL: Can be trusted to do the “right thing” for employees, the company, and shareholders. Follows a balanced approach without compromising integrity.
• STRONG INTELLECT: Ability to combine analytical reasoning, creativity, and judgment. Quick study, able to handle complex matters, with multiple initiatives going on simultaneously. Able to deal effectively with strategic issues, as well as tactical operational details.
• RESULTS ORIENTED: Energetic, resourceful, with strong service orientation, positive “can-do” attitude, and high personal accountability for results. Fully committed to the job and consistently delivering high quality work. Never satisfied with status-quo, continually striving for excellence. Enjoys working hands-on.
• CHANGE AGENT: Comfortable designing for the future, while managing day-to-day HR matters. Able to anticipate risks and propose practical solutions to mitigate them. Appreciates HR’s impact and how HR is an integral part of the company’s business strategy. 
• AGILE: Able to successfully navigate complexity, ambiguity, and pressure to get things done in a dynamic, fast-paced start-up environment. Flexible and comfortable changing direction as business needs dictate.
• COLLABORATIVE: Demonstrated success collaborating cross-functionally and vertically with senior leaders and executives, and partnering with functions across HR, to influence and motivate change – aligning the people strategy with business goals and growth.
• LOW EGO: Puts needs of the business ahead of own interests. Operates in a transparent fashion without a personal agenda. Possesses a well-developed sense of humor and listens first.
• SELF-STARTER: Able to challenge the status-quo sensitively and constructively. Intellectually agile, self-confident, and highly articulate.

MINIMUM QUALIFICATIONS

• 15+ years of HR business partner experience, with proven success in linking HR strategies to business results.
• Proven success building and leading global HR teams within a fast-paced, growth business.
• Bachelor’s degree in Business Administration, HR Management, Organizational/Behavioral Science, Psychology, or a related field; Master’s/M.B.A. preferred.
• Professional Human Resources Certification (e.g., SHRM, SPHR/PHR) highly desirable.
• Experience in the Technology industry strongly preferred. 
• M&A experience, or experience in a pre-IPO start-up environment highly desirable.
• Experience managing enterprise-wide projects/initiatives with minimal supervision, including both strategic and operational programs.
• Experience in working effectively with executive and senior leaders across all levels of an organization.
• Hands on approach; willing to roll up sleeves to deliver results.

Additional Information Solidigm is seeking a highly strategic and influential Human Resources Business Partner Leader to lead and manage a global HR Business Partner (HRBP) team, including Regional HRBPs, in addition to directly supporting key client group(s) within a high tech, pre-IPO company with a global footprint across 14 countries. Reporting directly to the Chief Human Resources Officer (CHRO), the HRBP Leader will act as a trusted and strategic thought partner to executive leadership, serving as the expert on people and organizational issues, and bringing a business-focused mindset to help translate strategic business objectives into full lifecycle human capital strategies and solutions. The HRBP Leader will collaborate closely with HRBPs and Center of Excellence (COE) partners within HR and the business to plan and deliver innovative and just-in-time people and organizational solutions.  The role maintains a holistic view of the business at all times, providing proactive and strategic guidance and support that aligns the human resources agenda in support of key business strategies and initiatives. The Business HR Leader will provide performance management, coaching, and mentorship to HRBPs, ensuring they are equipped with the right skills, tools, and talents necessary for executing in their current roles as well as growing their strategic capabilities in new areas. 

While the COVID-19 vaccination is highly encouraged for the health and safety of our team members, it is not a requirement to demonstrate proof of vaccination at this time. As this is a fluid situation, we will continue to monitor legal developments in this space and update our guidance accordingly. All team members are expected to comply with applicable local, state, and federal law.