Ensures all People Operations programs are effective and in compliance with local and national regulations, keeping abreast of current guidelines, legislation, and new trends. Establish and oversees US payroll processes and procedures for routine processing, tax reporting and internal financial requirements. Oversight of the Company’s comprehensive strategy for Total Rewards using compelling, equitable compensation and benefit programs. Provided strategic direction, planning and execution to the Compensation programs including incentive, commission plans and executive compensation.

Directs the needs assessment for training and workforce development to enhance the effectiveness of team member performance; identifies and incorporates best practices into program plans while managing organizational development strategies and processes. Leads the design, development and implementation of programs, policies and strategies tailored to meet OD needs and program goals. Provides consultative services to the business units regarding team member development.

Serves as the primary strategic partner and consultant to the business, developing HR strategies, needs assessment and resulting HR solutions. Collaborates with Business Partners to influence organizational strategy goals. Provide counsel and leadership on all human resource transactions. Supports culture change initiatives and establishes key change management for business-related events including human capital. Analyze and identify trends in human capital metrics in areas of productivity, team member engagement, and team member attrition. Plays an active role with Operations in managing team member performance and maintaining a cultural of accountability. Provide coaching and counseling for Operations Leadership on trends in internal team member relations issues.

Serves as the primary strategic partner and consultant to the business, developing HR strategies, needs assessment and resulting HR solutions. Collaborates with Business Partners to influence organizational strategy goals. Provide counsel and leadership on all human resource transactions. Provide coaching and counseling for Operations Leadership on trends in internal team member relations issues. Partners with the compensation department to review team members’ compensation and make recommendations on how to ensure market competitiveness. Implement pay strategies concerning compensation ranges, shift differentials, position differentials, spot bonus and other pay practices. Participate in compensation analysis and gather compensation market trends. Support compensation review to maintain competitiveness in the market. Leads the departmental Talent Review and ensures there is an effective Succession Plan strategy in place for all key positions. Based on the business strategy, works with Operations Leadership to identify design, and implement appropriate organizational structures and key capabilities required to achieve business objectives.