ORGANIZATIONAL STRATEGY & ALIGNMENT
- Aligning HR strategy with the company’s mission, vision, and business objectives
- Partnering with the CEO and executive team to shape organizational priorities
- Leading workforce planning that supports growth, transformation, or restructuring
- Driving culture change initiatives tied to business outcomes
TOTAL REWARDS & COMPENSATION PHILOSOPHY
- Setting compensation strategy and executive pay philosophy
- Oversight of long-term incentive plans (LTI, equity, phantom equity, etc.)
- Ensuring competitive positioning via benchmarking and market analysis
- Designing pay-for-performance frameworks
- Leadership & Talent Strategy
SUCCESSION PLANNING FOR EXECUTIVES & CRITICAL ROLES
- Leadership development programs and executive coaching strategy
- Strategic workforce capability planning (skills of the future, automation, AI impacts)
- Oversight of diversity, equity, inclusion, and belonging strategy
ORGANIZATIONAL DESIGN & EFFECTIVENESS
- Designing the org structure to optimize decision-making and agility
- Leading M&A or integration efforts from an HR perspective
- Establishing governance frameworks for decision rights, accountability, and performance
- Measuring and improving organizational health, engagement, and productivity
CULTURE, ENGAGEMENT & EMPLOYER BRAND
- Defining and embedding company values and leadership behaviors
- Building a strong employer value proposition (EVP) and talent brand
- Monitoring engagement trends and linking them to retention and performance outcomes
- Championing purpose-driven and ethical leadership
RISK MANAGEMENT, COMPLIANCE & ETHICS
- Overseeing HR’s role in enterprise risk management
- Ensuring compliance with employment law, ERISA, and other applicable regulations
- Setting tone at the top for ethics and integrity
TECHNOLOGY & DATA STRATEGY
- Selecting and overseeing HR technology ecosystem (HRIS, analytics, AI tools)
- Driving digital transformation in the people function
- Using people analytics to inform executive decisions
BOARD & STAKEHOLDER RELATIONS
- Reporting to the board on talent, succession, DEI, and culture
- Advising compensation committees on executive pay and incentive plans
- Managing investor or stakeholder messaging related to human capital