Vice President HR Business Partner DTC (Direct to Consumer) - Corporate Marketing and Communication

Vice President HR Business Partner DTC (Direct to Consumer) - Corporate Marketing and Communication - ( 2110006 )

Description

Learning is the most powerful force for change in the world. More than 20,000 Pearson employees deliver our products and services in nearly 200 countries, all working towards a common purpose – to help everyone achieve their potential through learning. We do that by providing high quality, digital content and learning experiences, as well as assessments and qualifications that help people build their skills and grow with the world around them.

Pearson has an aspiration to be a leader when it comes to Diversity, Equity & Inclusion and have set our course to be an actively anti-racist company. We have also set out a clear direction of travel. We believe that we have a duty to ensure that our company becomes an inclusive and diverse organization that reflects the geographies where we operate and where every employee belongs, can develop and thrive.

We are the world’s leading learning company. Learn more at pearsonplc.com

Job Purpose

This position, VP HR BP DTC (Direct to Consumer) and Corporate Marketing and Communication, will support two executive leaders. These leaders have double hats. They co-lead the Direct-to-Consumer division, one of Pearson’s strategic priorities, as well as acting as Chief Product Officer and Chief Marketing Officer respectively.

This role will operate as a strategic business partner to develop the talent strategy for the function and deliver the full spectrum of HR services, products and systems that drive business performance. Leading a small team of HR professionals, as well as partnering with other business partner teams and partnering with the HR Center of Expertise (CoE) in Reward, Talent, L&D and DE&I. This role will directly report to the Chief Human Resources Officer and will be part of the HR Senior Leadership Team.

Key Accountabilities

• Contribute to the business strategy by developing a HR strategy for the business division focused on the talent agenda and skillsets needed to deliver business growth opportunities.
• Lead the human resources function for the business division including talent acquisition, learning & development, total rewards, systems & processes, and payroll.
• Develop strategic people plans and partner with CoE (Center of Expertise) TA, DEI, Talent, Learning, Reward to land a superior employee experience.
• Build a diverse workforce and ensure there is a robust talent pipeline for the future, cooperating with VP Talent.
• Implement the Employee Value Proposition (EVP) based on the vision, mission and culture in line with our broader organizational aspirations.
• Identify the skills needed for the future and build organizational capabilities and succession plans around those.
• Drive the upskilling / re-skilling agenda and enable capability building across the organization through appropriate learning and development in close collaboration with the CoE Learning.
• Partner and coach leaders to build an organization capable of delivering high quality business results.
• Build a best-in-class team of HR Business Partners to enable the people plans, support the business strategies and manage day to day HR responsibilities.
• Drive a strong Diversity, Equity & Inclusion agenda in collaboration with the DE&I CoE (Center of Expertise), creating plans to increase diverse representation and create an inclusive culture Develop and utilize data analysis to anticipate talent needs and provide insights to the business for competitive decision-making.
• Collaborate in a matrix environment, working closely with HR CoE (Center of Expertise) to design, harmonize and deliver efficient processes, policies, and services to meet the needs of the business.
• Challenge the status quo and define innovative ways of working that best serve our consumers. The ability to have a strong outside in perspective is incredibly important.
• Partner with business leaders to drive the Pearson Operating model that is customer centric, digital and meets global & local needs.
• Contribute to the broader HR Strategic plan within Pearson.
• Manage and guide employee relations matters.
• Have full working knowledge of the US regulatory and statutory compliance issues.
• Understand and respond to changing industry practices and regulatory requirements within the US.
• Participate in external networks and forums to gain understanding of industry-leading practices and assess their applicability to Pearson.

Core Competencies:

• Substantial commercial acumen.
• Results and output focused.
• Clear, comprehensive understanding of the link between talent and other HR initiatives and business strategy.
• Evidence of delivering in a matrixed environment with multiple key stakeholders.
• Ability to engage, inspire, and influence people.
• Ability to identify new ways for HR to support the business strategy.
• Ability to recognize trends and develop recommendations based on data analysis.
• Effective team player and networker.
• Strong interpersonal, communication, and customer service skills.
• Significant knowledge of HR policies, processes (e.g., workforce planning and talent management), and talent management practices.
• Proven track record of effectively managing conflict, resolving issues, mitigating risks, and influencing leaders.
• Knowledge of relevant employment legislation within North America.

Track Record of Success in the Following Areas

• Driving talent within a business that has gone through significant digital transformation.
• Experience working in a consumer facing organisation.
• Experience in identifying digital and creative talent.
• Demonstrated ability to help drive and deliver an operating model across the business.
• Providing business value to the organization and leaders through the HR Business Partner function.
• Experience working with Digital Product, Marketing and Communications team
• Experience from both traditional and entrepreneurial companies.
• Rolling up sleeves to get things done and participating in complex strategy discussions.
• Great communication and change management skills. Pearson is an Equal Opportunity and Affirmative Action Employer and a member of E-Verify. All qualified applicants, including minorities, women, protected veterans, and individuals with disabilities are encouraged to apply.

Qualifications

Qualifications:

BA/BS degree or equivalent practical experience

Solid experience managing/leading HR teams.

MA/MS/MBA degree (not essential)

Track Record of Success in the Following Areas

• Driving talent within a business that has gone through significant digital transformation.
• Experience working in a consumer facing organisation.
• Experience in identifying digital and creative talent.
• Demonstrated ability to help drive and deliver an operating model across the business.
• Providing business value to the organization and leaders through the HR Business Partner function.
• Experience working with Digital Product, Marketing and Communications team
• Experience from both traditional and entrepreneurial companies.
• Rolling up sleeves to get things done and participating in complex strategy discussions.
• Great communication and change management skills.

Primary Location : US-NJ-Hoboken

Other Locations : US-California, US-New York

Work Locations :

US-NJ-Hoboken-Remote

Hoboken

Job : Human Resources

Organization : Human Resources

Employee Status : Regular Employee

Job Type : Standard

Job Level : Senior Executive

Shift : Day Job

Job Posting : Jul 12, 2021

Job Unposting : Ongoing

Schedule: : Full-time Regular

Req ID: 2110006