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Who is SDL?
At Shockingly Different Leadership (aka SDL), we are changing the way companies scale up their teams during peak periods of work! SDL is a global strategic human capital consultancy that provides the best consulting expertise, on an on-demand, project, or flexible basis.
We hire the best proven experts across the globe and add a high dose of empathy to "meet clients where they are", no matter how ambiguous or complicated their initiative. Our clients deserve a partner who co-creates with them to deliver great work that achieves "shockingly different" results!
Description of Contract Opportunity
Our Contract CHRO/CPO positions are responsible for defining, building, and leading the people, talent and culture strategy aligned with the companys business strategy and senior leadership team. The CHRO/CPO will lead the continued growth, transformation, and focused impact of the company. The ideal candidate for this role will be a strategic leader with experience partnering with the CEO and a team of talented professionals, to elevate the talent profile throughout the employee lifecycle. This role usually reports to the CEO. Bachelor's degree required, 10+ years of progressive HR experience and a minimum of 3 years experience helping to scale a growing company. SHRM-SCP or SPHR certification preferred.
The consultant will work closely with the CEO, C-Suite leaders and the HR staff. We usually have both full-time and part-time contract positions available. Engagements are usually 3-12 months in length.
Major Responsibilities:
Lead the transformative, proactive, business-focused HR strategy capabilities and partner with leaders to define the People strategy of the future.
Serve as a key Executive, partnering across functions and globally to provide creative, people-first thought leadership on critical people strategy.
Build an end-to-end talent capability that supports the business ability to grow and provide superior outcomes within the global markets served.
Leads team of HR professionals. Ensures direct reports obtain coaching, training, and development opportunities to enhance performance and contributions to the company. Oversees the processing of all back-office HR activities, including onboarding, off-boarding, changes, background checks, orientation, recruiting, all-employee communications and compliance.
Assess and anticipate the organizations talent needs to best understand current and future leadership gaps and bench strength; design and implement a comprehensive leadership development strategy to meet future needs.
Drive an impactful recruiting strategy for the company. Ensure effective recruiting practices that drive hiring of the right people in all areas, including technology and data talent.
Increase visibility of high-potential talent to expand career and development opportunities. Specifically, create a multi-level mid-manager to senior leader career development program; launch programs to promote stretch/challenge assignments, through lateral movement and project-based assignments.
Optimize the client's employer brand, to establish the company as a destination of choice for industry impact and personal growth.
Partner with senior leadership and other critical stakeholders to ensure any future acquisition, affiliation and/or integration processes are seamless. Ensure systems, processes and people are well-integrated, and top talent is retained.
Problem-solve across the company and leverage data-driven decision-making.
Provide creative, risk-reducing approaches to addressing employee relations and performance management.
Build authentic, engaging, cooperative partnerships both internal and external to the company. Develop and maintain a spirit of collaboration, meaningful feedback loops and communication across the organization.
Hands-on ownership for all total rewards initiatives, enabling the alignment of performance and rewards. This includes compensation, executive compensation, equity, benefit plans, (including health, welfare, and retirement plans) and ensuring compliance and effective cost management.
Demonstrate a strong, visible, and continued commitment to the attraction, development and retention of diverse leadership, management, and employee talent.
Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices; review policies and practices to maintain compliance
Professional Qualifications:
10+ years combined experience serving as a strategic, growth-minded HR leader with proven expertise across the function.
3+ years in an HR senior leadership position helping to scale a growing company
Talent leadership and mindset. Known for building and nurturing an end-to-end talent management strategy that foresees the future of the business and drives candidate and employee engagement.
Knowledge and experience with change management methodologies and leading and facilitating organization/transformational change initiatives.
Deep experience with senior executive engagement and facilitation; building trust and rapport quickly; and has experience serving as a confidante to multiple business leaders.
Commitment to integrity and ethics, while being a role model for the companys culture and values.
Bachelors degree required; an MBA or advanced degree in Human Resources or related field, is preferred.
HR Certification preferred: SHRM or HRCI Experience with companies having a global and/or multi-national presence is a plus
Familiarity of both G-Suite and Microsoft Office programs
Ability to manage multiple priorities and anticipate needs
Strong judgment and critical thinking skills
Ability to handle confidential information with discernment and sensitivity