MD, HR Strategy, Transformation & Shared Services

Your Opportunity

Managing Director, HR Strategy, Transformation, and Shared Services

Schwab remains committed to providing increased visibility to career growth opportunities and job requirements. This posting announcement is part of increased transparency and while all qualified applicants will be reviewed and considered, a preferred candidate has been identified for this role. 

Opportunity

The HR Strategy, Transformation, and Shared Services team is responsible for optimizing the HR model and ensuring HR strategy, processes and programs are designed to effectively and efficiently support Schwab’s business strategies while also managing operational and service processes for employees effectively and efficiently.  The work includes leading large-scale initiatives across HR, driving continuous improvement efforts, consulting with teams across the HR enterprise to identify and drive optimization, and ensuring the Shared Services multi-tiered approach continues to deliver scalability by matching HR services to the most effective channels for each audience.

This position is based in Austin, TX and will report to the Chief Administrative Officer and Head of Human Resources as a member of the Human Resources Leadership Team (HRLT).  The HR Strategy, Transformation, and Shared Services organization is comprised of the following functions: HR Product Management, Workforce Intelligence, HR Shared Services, HR Strategy, Change Management, HR Transformation and Enablement.  The incumbent will be responsible for leading these functions in the delivery of complex, broad-reaching initiatives and solutions. This position will oversee the strategy and ongoing evolution of HR technology and data and analytics to ensure delivery to stakeholders in HR and across the firm.

Responsibilities

HR Strategy

• Facilitate the development and management of the 3-5 year rolling HR strategy ensuring it closely aligns and drives business strategy, including the facilitation and management of HR’s annual objectives, and the identification of measures that will be used to gauge success.
• Partner with strategy resources, business leaders across enterprises, HRBPs and the HRLT to conduct research and analysis of organizational trends that will inform the HR strategy and drive business results.
• Facilitate a cohesive and integrated approach to annual strategies across all HR functions.
• Consult and collaborate with HR Centers of Excellence (COE) to utilize technology and data driven insights in driving efficiency, scale, agility and continuous improvement throughout the HR organization.
• Manage the HR Budget and financials, ensuring effective enterprise prioritization and focus on efficiency.
• Utilize data analytics to measure HR performance, identify trends, and inform decision-making. Partner with the HRLT to drive awareness and action as appropriate.
• Ensure relevance and value of talent metric dashboards for use by enterprise leaders; determine what, if any, additional workforce metrics may be needed to help the business
• Identify and propose models, techniques, and strategies to support evolution of the HR enterprise and to help ensure its relevance well into the future
• Research and understand the next generations of workforce and propose how HR can meet talent demands

Transformation/Strategic Initiatives

• Act as the executive sponsor for HR strategic initiatives, applying a standardized project management toolkit (governance, issue resolution, resource allocation, project plan, status reporting, etc.), oversight to initiative leaders, and ensuring integration and prioritization across HR teams and projects.
• Serve as the HR point person for strategic initiatives such as Mergers, Acquisitions, M&A due diligence, Global Contact Center stand up, etc.
• Strategic partner with senior leaders across HR and the business providing thought leadership, consultation and execution on strategic initiatives, HR technology and data solutions.
• Review HR’s current technology systems and applications; outline where efficiency opportunities exist (time, expense, other) and drive agreed efficiencies to completion via partnership with the appropriate parties (STS, Finance, etc.)
• Manage and integrate large-scale disruptions requiring reprioritization and resourcing.
• Lead and oversee a diverse portfolio of initiatives supporting various HR functions and business enterprises. In doing so, ensure all initiatives are delivered within defined timelines and with exceptional quality.
• Lead and oversee HR Governance to ensure the HR organization effectively prioritizes, manages and delivers initiatives that further the HR strategy and company performance.
• Create an integrated work plan for all HR strategic initiatives which identifies and sequences the activities needed to successfully complete HR transformation work; maintain an integrated transformation program plan and roadmap/calendar for all projects and initiatives.
• Consistently and effectively communicate status, activities and impact of strategic initiatives across the HRLT and HR People Leaders. 

Leadership

• Continue evolving the services, capabilities and impact of Transformation, Digital and Workforce Intelligence by developing and leveraging a long-term strategy that keeps the team and stakeholders focused on the vision and mission of the function.
• Communicate clear priorities and objectives while driving the team to achieve exceptional delivery and results.
• Research and understand the next generations of workforce and propose how HR can help meet talent demands
• Stay updated with emerging developments (e.g. Digital HR, AI), HR trends, technologies, and best practices, and integrate emerging capabilities into the HR Transformation roadmap.
• Provide active and engaged thought leadership regarding HR strategy, initiative and operating model developments.
• As a culture carrier, create an inspired team environment and continuously build the capabilities of the team in a manner aligned to the HR and firm strategy. 

What you have

Required Experience: 

• Bachelor’s degree in business, or a related degree.
• 15+ years of experience in an HR leadership role with 10+ years in financial services
• Strong HR acumen across multiple functions, which may include learning, organizational development, total rewards, talent acquisition, workforce intelligence, and HR technology.
• Exceptional leadership skills and experience with hiring, developing, and managing multifunctional teams. 
• Experience with developing and leading a compelling strategy that fosters followership from key stakeholders.
• Proven change management and project management experience.

Preferred Experience:

• Experience fostering and delivering a One Schwab approach.
• Experience creating team environments where people can do their best work.
• Demonstrates a strong consultative approach working with others.
• Strong judgement and an ability to lead through ambiguous situations.
• Ability to ruthlessly prioritize work in complex, changing environments.
• Ability to communicate complex concepts in a thorough and concise manner that is easily understood.  
• Demonstrated experience with challenging the status quo and developing innovative solutions that move a function forward.
• Excellent influencing, collaboration, problem solving and conflict management skills.
• Ability to build rapport, credibility and consensus across diverse stakeholders across HR and the firm.
• Effectively use tact and diplomacy to find common ground in situations where there are divergent viewpoints