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Open nowPosted 3 days ago

Senior Director, HR Business Partner

Flywheel1,863 open roles

Where
New York, New York, United States of America
Work mode
Hybrid
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Your applicationOpen nowSenior Director, HR Business PartnerFlywheel · New York, New York, United States of America

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The clock on this job

Early applications get read.

12.3% of postings close within 7 days. Measured by our own scanner across the market. Flywheel postings stay open a median of 33 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.5%3 days
  3. 12.3%7 days
  4. 19.3%14 days
  5. 35.6%30 days
  6. 57.8%60 days
This job: posted 3 days ago

Flywheel median: 33 days open

The posting

Agency:

OCX

Job Function:

Non Standard Job Profiles

Job Subfunction:

Placeholder

Job Description:

The Senior Director, HR Business Partner is a senior People leader responsible for partnering with business leadership to shape and deliver the people strategy for a significant area of the Omnicom Production business.

Working closely with the Global Chief People Officer, this role will help translate OP’s global People strategy into business priorities and serve as a strategic advisor to senior leaders. The Senior Director will bring a strong people and organizational perspective to business decisions, ensuring the organization has the leadership, capabilities, structure and talent required to deliver against its ambitions.

The role will work across the broader People organization to connect business needs with global priorities and solutions, while anticipating organizational and talent challenges and helping leaders navigate an evolving and complex business environment.

Key Responsibilities

  • Partner closely with the Global Chief People Officer and senior business leadership to shape and execute the people strategy in support of OP’s business priorities.
  • Serve as a trusted advisor and strategic thought partner to senior leaders, bringing a people and organizational perspective to key business decisions.
  • Build a deep understanding of business performance, client priorities and financial drivers to provide commercially relevant People counsel and solutions.
  • Partner with leadership on organizational design and evolving operating models to support growth, efficiency and business performance.
  • Support and lead the People aspects of organizational transformations, integrations, restructurings and other significant business change.
  • Drive strategic workforce planning, connecting business forecasts and priorities to future talent, capability and organizational requirements.
  • Advise leadership on workforce composition, organizational capacity, headcount investment and organizational effectiveness.
  • Lead talent and succession planning, identifying critical roles, high-potential talent, development priorities and succession risks.
  • Advise on senior talent decisions, leadership appointments and retention strategies, and coach leaders on leadership effectiveness, team performance and organizational dynamics.
  • Use workforce data, employee insights and business performance indicators to identify organizational trends, risks and opportunities and translate them into action.
  • Provide senior-level counsel on complex and sensitive employee matters, partnering with Employee Relations and Legal as appropriate.
  • Identify broader organizational, talent and leadership themes and partner with leaders to strengthen organizational health and performance.
  • Partner across People COEs, including Talent Acquisition, Learning & Development, Compensation and People Operations, to connect business needs with enterprise programs, expertise and solutions.
  • Support the Global Chief People Officer in advancing key People priorities and ensuring consistency and alignment across the organization.
  • Lead and mentor HR Business Partners and other People team members as appropriate, helping strengthen the overall capability and effectiveness of the People function.

What We’re Looking For

  • Significant progressive HR leadership experience, including senior HR Business Partner experience within a complex, matrixed organization.
  • Demonstrated experience partnering with C-suite executives and senior leadership teams.
  • Strong commercial and financial acumen with the ability to connect business strategy to organizational and talent priorities.
  • Significant experience in organizational design, transformation, workforce planning, talent management and succession planning.
  • Proven ability to influence senior-level decisions and constructively challenge stakeholders while building strong, trusted relationships.
  • Strong executive presence, judgment and ability to navigate complex, sensitive and ambiguous situations.
  • Strong analytical capability and experience using workforce and business data to inform decisions.
  • Workday experience a plus
  • Experience operating across global or matrixed organizations and balancing enterprise, regional and local priorities.
  • Experience within advertising, production, creative services, media, technology, professional services or another client-driven environment is highly desirable.
  • Bachelor’s degree or equivalent professional experience required; advanced degree or professional HR qualification preferred.

150,000 - 200,000

To the extent permissible by local law, Omnicom’s policy requires employees to work in the office for a minimum of three days a week, unless additional in-office days are directed by their agency or manager.

Omnicom is committed to hiring and developing exceptional talent. We agree that talent is uniquely distributed, and we’re focused on developing inclusive teams that can bring the best solutions to everything we do. We strongly believe that celebrating what makes us different makes us better together. Join us—we look forward to getting to know you. We will process your personal data in accordance with our Recruitment Privacy Notice.

Link to Recruitment Privacy Notice: https://www.omc.com/privacy-notice

For US Job Seekers:

It is the policy of Omnicom and any of its affiliates to provide equal employment opportunities to all employees and applicants for employment without regard to race, religion, color, ethnic origin, gender, gender identity, age, marital status, veteran status, sexual orientation, disability, or any other basis prohibited by applicable federal, state, or local law. EOE/AA/M/D/V/F.

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