Sr Director Human Resources

Location: USA - CA - San Jose
Division: Human Resources
# of Openings: 1

Description

Job Title: SR. DIRECTOR, HUMAN RESOURCES

Job Description: 
Bloom faces an unprecedented opportunity to change the world and the way companies utilize energy. We have recently launched a “game changing” solution called “Always on” that will help companies power their primary business operations without disruption with cleaner, more reliable electricity generated on-site with no combustion. We are looking for Sr. Director, Human Resources Business Partner (HRBP) to join our team in one of today’s most exciting technologies. This position will report directly to the Chief People Officer.
The HRBP will support the Global Sales, Marketing and one additional strategic organization in a dynamic and collaborative environment. You must have the ability to function in a fast paced and innovative environment, be a self-starter and not be afraid of problem-solving complex issues. You will partner with a cross-functional group of subject matter experts to craft and execute strategies for how we retain, engage, develop, and design work to maximize productivity and employee engagement. You will need excellent interpersonal skills, project planning, and critical thinking skills. This position will report to the Chief People Offer.


Specific areas of focus are as follows:
Organizational Development and Design – Support management on change management initiatives and lead HR work streams as required, with a data-driven approach, and strong focus on revenue realization. Provide guidance and expertise in organization structure and design to ensure support of the short- and long-term goals of the organization. Identify and manage key metrics and analytics to support decisions driving the people agenda for the business. Accountable for ensuring country legal and legislative compliance at all times.

Business Strategy – Work with Business Leaders to execute on existing Operating Plans and develop plans to further improve profitability and revenue growth (support change initiatives and other key initiatives). Provide strategic direction to the business in the development and execution of the HR strategy plan in line with the overall business strategy. Function as partner and confidante in all areas of Human Resources and work to address issues identified. Lead workforce planning for assigned client group(s), ensuring short term and long-term talent requirements are identified and action plans developed in partnership with the talent acquisition organization.

Talent Management - Deployment of all relevant Talent Management processes in assigned client group(s) to ensure identification, assessment and development of talent required to deliver business objectives. Champion talent management in the organization to ensure improved attraction, retention and development of staff which improves performance of the business and builds the bench strength of the management team. Coach and develop the leadership team to work cohesively and effectively, building on their management capabilities and ensuring that they improve the performance and output of their own people resources. Work with the business to identify and develop appropriate business and customer focused development programs. Drive effective implementation of the performance management processes to accomplish strategic initiatives.

Engagement & Culture – Communicate and reinforce the company's values, beliefs and philosophies about people to enable us to develop a high performing organization. Enhancing company culture change by diagnosing current and desired states, gaps between them and actions necessary to move from one to the other. Ensure equitable and consistent management of the company's compensation programs working with Compensation and senior management in reviewing business needs and attracting and retaining key talent to ensure competitiveness within market.
People Management and Cross Functional Teams - As senior leader on the HR leadership team, the position will be required to lead cross functional teams on a project basis to improve talent outcomes, employee experience and HR operational delivery.

Required Experience:
• Experience as Senior HR Business Partner supporting sales, go to market and G&A organizations is a must.
• Experience gained working across multiple industries sectors & supporting a P&L business unit
• Experience of working in the high-tech industry and managing transformation of technology capability
• Experience of leading a multiple organizations through business transformation
• Strong understanding of Comp & Ben, Talent Acquisition, Talent Development, Organization Design
• Excellent analytical skills including experience of workforce planning, business reporting and a fact-based decision-making style
• Passion for performance coaching and management at all levels, particularly executive levels
• Strong communications and influence skills
• Project management and coordination skills with the ability to deliver complex change projects
• Bachelors’ degree required
• 20+ years of applicable HR experience


About Bloom Energy:
Bloom Energy’s mission is to make clean, reliable energy affordable for everyone in the world. The company’s product, the Bloom Energy Server, delivers highly reliable and resilient, always-on electric power that is clean, cost-effective, and ideal for microgrid applications. Bloom’s customers include many Fortune 100 companies and leaders in manufacturing, data centers, healthcare, retail, higher education, utilities, and other industries. For more information, visit www.bloomenergy.com


Bloom Energy is an equal opportunity employer and makes employment decisions on the basis of merit. We are committed to compliance with all applicable laws providing equal employment opportunities. All qualified applicants, will receive consideration for employment without regard to race, sex, color, religion, national origin, protected veteran status, or on the basis of disability. Bloom Energy makes reasonable accommodations, consistent with applicable laws, for the known physical or mental limitations of an otherwise qualified applicant or employee with a disability, who can perform the essential job functions, unless undue hardship would result.

 





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