Job Description
Job Description
As the Senior Director Strategic Human Resources
Business Partner-Field will support the Division Vice
President who leads a retail Division of approximately
1,000-1,600 CVS stores and 22,000 colleagues. In this
role, you and your team of HR professionals will be
responsible for developing and executing various
strategies for the Division. Utilizing the human resources
centers of excellence, you will to advise to develop
divisional people strategies and align, build and execute to
address the current and future direction of the business.
Additional Responsibilities Include:
-Partner with Retail Divisional Operations Leaders to
develop and execute both long and short term business
plans, providing input beyond the HR strategy
-Challenge business partners think differently regarding
HR and operational issues; Act as a thought partner,
challenging current thinking and modeling creative
problem-solving to impact business decisions
-Identify the HR levers (selection, job design, training,
compensation, recognition) that will improve the impact of
organizational capability on business outcomes
-Partner with HR peers (HRBPs and COE) to provide
integrated solutions to the business
-Drive talent development strategies and goal setting for
Store colleagues and Field Management
-Partner with COEs to create and execute engagement
and labor relations strategies.
-Team with business leaders to organize their optimal
structure and human capital requirements
-Evaluate and adjust human capital based on business
needs in partnership Business Leaders
-Champion a change capable organization that helps
colleagues to thrive in a constantly changing environment
-Orchestrate the pace and process of change (i.e. new
rollouts, programs, tools, etc.) to ensure delivery of
outcomes by helping leaders to clearly articulate critical
few behaviors to inspire colleagues and build openness
-Assess commitment and sustainability of change(s) using
a variety of methods to gather colleague perspective
-Broker advising, project, and other work with Centers of
Excellence, using Enterprise resources and expertise
-Diagnose issues at a Division level and engages
appropriate COE expertise
-Share key insights and actions based on HR data and
metrics
-Utilize trend reporting to help Leaders make business
improvements; sponsors new ideas/solutions; takes
initiative to improve results
-Enthusiastically identify future trends and potential root
causes
-Anticipate and probe into the core of problems to
determine underlying patterns, root causes and identify
and implement optimal short- and long-term solutions
-Demonstrate technology, tools, and resources to optimize
organizational effectiveness (people, process, policy)
-Ensure selection and talent management tools are being
used effectively by all
-Integrate relevant data and information (for example, labor
statistics, seasonal data, unique market characteristics,
local labor supply, organizational planning), and apply the
findings to positively impact the Divisional HR strategy
-Make recommendations for specific compensation
changes; ensures fairness in all compensation related
decisions
-Partner with Advice and Counsel COE as needed to
ensure all policies and procedures are being
communicated
-Recognize, articulate and shape company culture
-Ensure teams are exhibiting the CVS Health values and
partner with them to shadow appropriate behaviors
-Consistently uphold culture norms publicly
-Drive diversity awareness and demonstrate behaviors that
create a culture of acceptance and inclusion
-Dedicatedly assess business for possible union
vulnerability; work with Leaders and Labor Relations to
resolve employee concerns, educate team to avoid union
related issues
-Drive the development of innovative and effective
processes designed to increase colleague engagement
and organizational success
-Sustain Leader focus on engagement of colleagues;
recognizes trends; designs and implements solutions
Required Qualifications
-10 years of strategic Human Resources experience
-3+ years HR leadership
-Travel 70% of the time
Preferred Qualifications
SHRM Certification
-Experience identifying business opportunities and create
and implement people strategies to address.
-Confirmed ability to build and handle relationships with
field or senior business leaders; ability to coach and
develop colleagues at all levels
-Proven collaboration skills with business leadership and
with members of the HR centers of excellence.
-Critical thinking skills; ability to develop, document and
communicate strategies
-Experience gathering data, analyzing issues, identifying
core causes and address opportunities related to a diverse
and dynamic slate of business challenges
-Recognizing development gaps and partnering across
groups to solve them; strong facilitation and training skills
-Worked to triage and prioritize challenging priorities
-Project and change management skills to respond to short
and long term business priorities
-Ability to impact, influence and drive action and
accountability in others
Education
-Bachelor Degree in Human Resources or related field is
preferred, equivalent related experience acceptable.
-Master's degree is preferred
Business Overview
At CVS Health, we are joined in a common purpose: helping people on their path to better health. We are working to transform health care through innovations that make quality care more accessible, easier to use, less expensive and patient-focused. Working together and organizing around the individual, we are pioneering a new approach to total health that puts people at the heart.
As the Senior Director Strategic Human Resources
Business Partner-Field will support the Division Vice
President who leads a retail Division of approximately
1,000-1,600 CVS stores and 22,000 colleagues. In this
role, you and your team of HR professionals will be
responsible for developing and executing various
strategies for the Division. Utilizing the human resources
centers of excellence, you will to advise to develop
divisional people strategies and align, build and execute to
address the current and future direction of the business.
Additional Responsibilities Include:
-Partner with Retail Divisional Operations Leaders to
develop and execute both long and short term business
plans, providing input beyond the HR strategy
-Challenge business partners think differently regarding
HR and operational issues; Act as a thought partner,
challenging current thinking and modeling creative
problem-solving to impact business decisions
-Identify the HR levers (selection, job design, training,
compensation, recognition) that will improve the impact of
organizational capability on business outcomes
-Partner with HR peers (HRBPs and COE) to provide
integrated solutions to the business
-Drive talent development strategies and goal setting for
Store colleagues and Field Management
-Partner with COEs to create and execute engagement
and labor relations strategies.
-Team with business leaders to organize their optimal
structure and human capital requirements
-Evaluate and adjust human capital based on business
needs in partnership Business Leaders
-Champion a change capable organization that helps
colleagues to thrive in a constantly changing environment
-Orchestrate the pace and process of change (i.e. new
rollouts, programs, tools, etc.) to ensure delivery of
outcomes by helping leaders to clearly articulate critical
few behaviors to inspire colleagues and build openness
-Assess commitment and sustainability of change(s) using
a variety of methods to gather colleague perspective
-Broker advising, project, and other work with Centers of
Excellence, using Enterprise resources and expertise
-Diagnose issues at a Division level and engages
appropriate COE expertise
-Share key insights and actions based on HR data and
metrics
-Utilize trend reporting to help Leaders make business
improvements; sponsors new ideas/solutions; takes
initiative to improve results
-Enthusiastically identify future trends and potential root
causes
-Anticipate and probe into the core of problems to
determine underlying patterns, root causes and identify
and implement optimal short- and long-term solutions
-Demonstrate technology, tools, and resources to optimize
organizational effectiveness (people, process, policy)
-Ensure selection and talent management tools are being
used effectively by all
-Integrate relevant data and information (for example, labor
statistics, seasonal data, unique market characteristics,
local labor supply, organizational planning), and apply the
findings to positively impact the Divisional HR strategy
-Make recommendations for specific compensation
changes; ensures fairness in all compensation related
decisions
-Partner with Advice and Counsel COE as needed to
ensure all policies and procedures are being
communicated
-Recognize, articulate and shape company culture
-Ensure teams are exhibiting the CVS Health values and
partner with them to shadow appropriate behaviors
-Consistently uphold culture norms publicly
-Drive diversity awareness and demonstrate behaviors that
create a culture of acceptance and inclusion
-Dedicatedly assess business for possible union
vulnerability; work with Leaders and Labor Relations to
resolve employee concerns, educate team to avoid union
related issues
-Drive the development of innovative and effective
processes designed to increase colleague engagement
and organizational success
-Sustain Leader focus on engagement of colleagues;
recognizes trends; designs and implements solutions
Required Qualifications
-10 years of strategic Human Resources experience
-3+ years HR leadership
-Travel 70% of the time
Preferred Qualifications
SHRM Certification
-Experience identifying business opportunities and create
and implement people strategies to address.
-Confirmed ability to build and handle relationships with
field or senior business leaders; ability to coach and
develop colleagues at all levels
-Proven collaboration skills with business leadership and
with members of the HR centers of excellence.
-Critical thinking skills; ability to develop, document and
communicate strategies
-Experience gathering data, analyzing issues, identifying
core causes and address opportunities related to a diverse
and dynamic slate of business challenges
-Recognizing development gaps and partnering across
groups to solve them; strong facilitation and training skills
-Worked to triage and prioritize challenging priorities
-Project and change management skills to respond to short
and long term business priorities
-Ability to impact, influence and drive action and
accountability in others
Education
-Bachelor Degree in Human Resources or related field is
preferred, equivalent related experience acceptable.
-Master's degree is preferred
Business Overview
At CVS Health, we are joined in a common purpose: helping people on their path to better health. We are working to transform health care through innovations that make quality care more accessible, easier to use, less expensive and patient-focused. Working together and organizing around the individual, we are pioneering a new approach to total health that puts people at the heart.
We strive to promote and sustain a culture of diversity, inclusion and belonging every day. CVS Health is an equal opportunity and affirmative action employer. We do not discriminate in recruiting, hiring or promotion based on race, ethnicity, sex/gender, sexual orientation, gender identity or expression, age, disability or protected veteran status or on any other basis or characteristic prohibited by applicable federal, state, or local law. We proudly support and encourage people with military experience (active, veterans, reservists and National Guard) as well as military spouses to apply for CVS Health job opportunities.
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