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Director, Hourly Workforce Strategy - Education and Government Segments

Chicago, IL, USA | Sodexo

  • Industry:
    Consumer Products
  • Position Type:
  • Functions:
    General Management
    Human Resources
    Strategy
  • Experience:
    10-12 years
Job Description:
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The individual in this role will:



Apply a deep understanding of the Education Segment’s business strategy, operational structure, industry trends and issues concerning attraction, acquisition, onboarding, deployment, engagement, development, and retention of frontline employees.

Advocate for the needs of the Segment when contributing to the development of an hourly workforce strategy for all business lines in North America.

Use comprehensive business outcome data, people analytics and influencing skills to develop compelling data-driven and business focused presentations that educate and influence executive leaders.

Support business growth by ensuring current and relevant labor market trends and data are included in new business offer development, retention efforts and business reviews.

Convey a detailed understanding of the impact of our frontline people solutions and ensure all Segment stakeholders are informed, engaged and accountable to clear and measurable metrics.

Segment’s point of contact and champion for the implementation and support of a broad range of hourly workforce programs including the behavior change of operations leaders, site managers, in-unit HR managers and peers.

Maintain the integrity of regional programs by ensuring the use of consistent methodology and integrating Segment, Transversal and Service Operation support, processes and technologies that impact workforce objectives, business growth and retention.



Preferred Qualifications & Experiences:



Deep understanding of labor market trends impacting the Segments industry

Ability to align functional strategy with overall business strategy

Ability to gather, interpret and summarize data to develop compelling presentations that educate and influence executive audiences

Understanding of key people solutions and HR processes and their impacts on business outcomes

Demonstrated experience leveraging project management and influencing skills to successfully deploy programs

Ability to think, analyze and contribute at macro (NORAM/Segment) and micro (Regional/Site) levels

Ability to multi-task across diverse projects and process implementations

Excellent communication and change management skills

 

Compensation $114,000-140,000



Position Summary

Contribute to development of frontline talent strategy and drive implementation of initiatives that improve frontline employee quality of life for designated segments.



Analyze Data and Communicate Segment Frontline Trends and Issues- 15%



Leverage regional benchmarking and research to analyze, interpret and evaluate labor market trends

Use segment knowledge to identify and highlight frontline trends and issues within segment and specific geographies and potential impacts to Sodexo contract offerings

Engage expertise and leading practices to implement new approaches and creative solutions that overcome market challenges and changes in the business that impact in unit workforce objectives, business growth and retention

Maintain detailed and data-oriented understanding of frontline talent contributions to or detractions from key accounts and overall business objectives

Develop compelling data-driven and business focused presentations focused on educating and influencing executive leaders and client teams through the sales process, contract retention and unit optimization activities

Implement Frontline Talent Programs - 50%



Segment(s) champion for all Frontline Talent programs

Partner with business leaders, HRBPs and in-unit HR to implement segment orientated Frontline Talent solutions based on Regional programs and tools

Ensure the use of consistent methodology and tools across the segment(s) including the integration of Segment, Transversal and Service Operation processes, support, and technologies that impact the frontline employee life cycle.

Identify and ensure all segment stakeholders are informed, engaged and accountable to clear and measurable metrics to promote individual success and overall organizational performance.

Solicit, prioritize and advocate for segment stakeholder needs and feedback in regional strategy development and program implementation activities

Provide continuous improvement recommendations for processes and tasks in the continuum of talent attraction, acquisition, onboarding, deployment, development, retention and workforce planning in partnership with the Regional Frontline Talent team

Understand and incorporate CBA-related business and employee engagement drivers into segment programs and approaches

Collect, analyze and report segment performance and progress against key Frontline benchmark

Project Management/Influence/Leadership - 20%



Leverage data and influencing skills to gain support and resources to successfully deploy frontline strategies in the segment

Ability to multi-task across diverse projects and process implementations within multiple segments

Strong project management skills to lead roll out of new programs and processes on time and within designated parameters

Contribute to transversal, SO and segment HR project teams such as workforce planning, labor optimization and system deployments

Ability to maintain and influence the integrity of regional programs with segment business and HR stakeholders

Influence critical behavior changes of team, in-unit HR managers, site managers and peers tied to the adoption and management of a broad range of Frontline HR programs

Assist in onboarding and development of in-unit HRM

Support Business Growth and Mobilization Efforts - 15%



Ensure current and relevant labor market trends and data are included as part of new business offer development, retention efforts and business reviews

Align team and cross-functional resources for Frontline Talent mobilization processes to ensure consistency, efficiency and success of new unit openings

Assist in onboarding of new full-service managers and ensure understanding and use of Frontline tools and resources

Support of unit closing process including employee retention plan, employee communications and employee data management

Qualifications & Requirements

Basic Education Requirement - Bachelor’s Degree or equivalent experience

Basic Management Experience - 10 years

Basic Functional Experience - 10 years


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