Director, Total Rewards Partner (Supply Chain, Transportation, and Delivery)
Position Summary What you'll do About Walmart Global People Leaders and individual contributors alike look to our Global People teams to influence strategy, optimize working models and enable the business to achieve results while preserving the fabric that sets us apart and keeps our 1.
3M
associates coming to work every day.
By providing the necessary tools and insights, our People professionals operate as partners at every phase of workforce planning, talent management, organizational design and change management.
From building communities to preparing Walmart for the future, to be a member of this team is to operate as a vital component to our sustainable success.
Together, we think beyond the status-quo and inspire others to evoke positive change.
When you join us in Global People, you immerse yourself in our culture, becoming a trailblazer and a true agent of influence.
You'll make an impact by:
Develops and implements the Total Rewards and business partner strategy by collaborating with leadership and stakeholders to establish goals; providing guidance for development of communication materials and content for key meetings; evaluating operational processes by measuring outcomes to ensure desired results; ensuring alignment of Human Resources strategies across the Centre of Excellence (CoE) leveraging data analysis and reporting; and identifying and capitalizing on improvement opportunities.
Guides and directs transformative initiatives for business partners and within the CoE by identifying and defining transformational change and processes; validating value and priority; creating a compelling vision that leverages leading practices and techniques, innovative processes, and solutions; obtaining executive buy-in and sponsorship; aligning resources and managing expectations; helping the business partners to prioritize the work to deliver upon their strategy; analyzing business priorities and data; forecasting future needs; identifying industry trends, leading practices, solutions, and market forces; and providing leadership and insights internally and externally.
Drives the development, prioritization, and review of key internal and external communication by collaborating with partners to develop messaging, materials, and timelines; setting the tone for internal communications to increase buy-in and support of key stakeholders; and partnering with Recruiting, Legal, and executives to provide communication materials, reports, and presentations about company compensation programs and practices.
Brings new ideas and innovative approaches to the organization (provides leadership) within and across business units by creating and nurturing an environment of innovation and collaboration; enabling the vision for the relevant business groups; motivating team to promote new ideas for the organization driving internal and external teams and partners to pioneer big, innovative ideas; taking abstract ideas and helping others throughout multiple levels of the organization understand and embrace the vision; and contributing to and playing a lead role in developing business unit strategic plans.
Partners with senior leadership on the development of future opportunities by consulting with senior executives to identify and resolve short- and long- term compensation and benefits opportunities; partnering with multiple executives, business functions (for example, Finance, Legal, Information Systems Division), and operating divisions to develop and implement programs; ensuring market competitiveness and overall internal equity; overseeing the development of new and innovative Total Rewards processes; presenting recommendations to senior leadership to gain approval for proposed program changes; evaluating the effectiveness of Total Rewards programs and processes; and communicating changes impacting businesses and associates to leadership.
Provides overall direction by analyzing business objectives and customer needs; developing, communicating, building support for, and implementing business strategies, plans, and practices; analyzing costs and forecasts and incorporating them into business plans; determining and supporting resource requirements; evaluating operational processes; measuring outcomes to ensure desired results; identifying and capitalizing on improvement opportunities; promoting a customer environment; and demonstrating adaptability and sponsoring continuous learning.
Develops and implements strategies to attract and maintain a highly skilled and engaged workforce by diagnosing capability gaps; recruiting, selecting, and developing talent; supporting mentorship, workforce development, and succession planning; and leveraging the capabilities of new and existing talent.
Cultivates an environment where associates respect and adhere to company standards of integrity and ethics by integrating these values into all programs and practices; developing consequences for violations or non-compliance; and supporting the Open Door Policy.
You'll sweep us off our feet if You have deep Total Rewards experience, ideally having led compensation initiatives for a large and complex business segment.
You have Total Rewards experience within the fields of supply chain, transportation or manufacturing.
You are accustomed to navigating a highly matrixed organization with competing priorities and stakeholders.
You have proven experience developing total rewards solutions for diversified employee populations (including field/hourly employees).
You have demonstrated proficiency in working in cross-functional teams.
You combine vision with execution and have proven skills at tactical execution and detail management while maintaining a focus on key strategic pillars Minimum Qualifications Outlined below are the required minimum qualifications for this position.
If none are listed, there are no minimum qualifications.
Minimum QualificationsBachelor's degree in Business or related field and 5 years' experience in human resources, operations, finance, or related area OR 7 years' experience in human resources, operations, finance, or relevant area.
2 years' supervisory experience.
Preferred Qualifications Outlined below are the optional preferred qualifications for this position.
If none are listed, there are no preferred qualifications.
Project management, including financial analysis and market research Masters:
Business Administration, Masters:
Human Resources Human Resources - Certified Compensation Professional - Certification, Human Resources - Professional HR (PHR) CERTIFICATION - Certification Primary Location 508 SW 8TH ST, BENTONVILLE, AR 72712, United States of America Recommended Skills Adaptability Business Administration Business Planning Business Priorities Certified Compensation Professional Change Management Estimated Salary: $20 to $28 per hour based on qualifications.
3M
associates coming to work every day.
By providing the necessary tools and insights, our People professionals operate as partners at every phase of workforce planning, talent management, organizational design and change management.
From building communities to preparing Walmart for the future, to be a member of this team is to operate as a vital component to our sustainable success.
Together, we think beyond the status-quo and inspire others to evoke positive change.
When you join us in Global People, you immerse yourself in our culture, becoming a trailblazer and a true agent of influence.
You'll make an impact by:
Develops and implements the Total Rewards and business partner strategy by collaborating with leadership and stakeholders to establish goals; providing guidance for development of communication materials and content for key meetings; evaluating operational processes by measuring outcomes to ensure desired results; ensuring alignment of Human Resources strategies across the Centre of Excellence (CoE) leveraging data analysis and reporting; and identifying and capitalizing on improvement opportunities.
Guides and directs transformative initiatives for business partners and within the CoE by identifying and defining transformational change and processes; validating value and priority; creating a compelling vision that leverages leading practices and techniques, innovative processes, and solutions; obtaining executive buy-in and sponsorship; aligning resources and managing expectations; helping the business partners to prioritize the work to deliver upon their strategy; analyzing business priorities and data; forecasting future needs; identifying industry trends, leading practices, solutions, and market forces; and providing leadership and insights internally and externally.
Drives the development, prioritization, and review of key internal and external communication by collaborating with partners to develop messaging, materials, and timelines; setting the tone for internal communications to increase buy-in and support of key stakeholders; and partnering with Recruiting, Legal, and executives to provide communication materials, reports, and presentations about company compensation programs and practices.
Brings new ideas and innovative approaches to the organization (provides leadership) within and across business units by creating and nurturing an environment of innovation and collaboration; enabling the vision for the relevant business groups; motivating team to promote new ideas for the organization driving internal and external teams and partners to pioneer big, innovative ideas; taking abstract ideas and helping others throughout multiple levels of the organization understand and embrace the vision; and contributing to and playing a lead role in developing business unit strategic plans.
Partners with senior leadership on the development of future opportunities by consulting with senior executives to identify and resolve short- and long- term compensation and benefits opportunities; partnering with multiple executives, business functions (for example, Finance, Legal, Information Systems Division), and operating divisions to develop and implement programs; ensuring market competitiveness and overall internal equity; overseeing the development of new and innovative Total Rewards processes; presenting recommendations to senior leadership to gain approval for proposed program changes; evaluating the effectiveness of Total Rewards programs and processes; and communicating changes impacting businesses and associates to leadership.
Provides overall direction by analyzing business objectives and customer needs; developing, communicating, building support for, and implementing business strategies, plans, and practices; analyzing costs and forecasts and incorporating them into business plans; determining and supporting resource requirements; evaluating operational processes; measuring outcomes to ensure desired results; identifying and capitalizing on improvement opportunities; promoting a customer environment; and demonstrating adaptability and sponsoring continuous learning.
Develops and implements strategies to attract and maintain a highly skilled and engaged workforce by diagnosing capability gaps; recruiting, selecting, and developing talent; supporting mentorship, workforce development, and succession planning; and leveraging the capabilities of new and existing talent.
Cultivates an environment where associates respect and adhere to company standards of integrity and ethics by integrating these values into all programs and practices; developing consequences for violations or non-compliance; and supporting the Open Door Policy.
You'll sweep us off our feet if You have deep Total Rewards experience, ideally having led compensation initiatives for a large and complex business segment.
You have Total Rewards experience within the fields of supply chain, transportation or manufacturing.
You are accustomed to navigating a highly matrixed organization with competing priorities and stakeholders.
You have proven experience developing total rewards solutions for diversified employee populations (including field/hourly employees).
You have demonstrated proficiency in working in cross-functional teams.
You combine vision with execution and have proven skills at tactical execution and detail management while maintaining a focus on key strategic pillars Minimum Qualifications Outlined below are the required minimum qualifications for this position.
If none are listed, there are no minimum qualifications.
Minimum QualificationsBachelor's degree in Business or related field and 5 years' experience in human resources, operations, finance, or related area OR 7 years' experience in human resources, operations, finance, or relevant area.
2 years' supervisory experience.
Preferred Qualifications Outlined below are the optional preferred qualifications for this position.
If none are listed, there are no preferred qualifications.
Project management, including financial analysis and market research Masters:
Business Administration, Masters:
Human Resources Human Resources - Certified Compensation Professional - Certification, Human Resources - Professional HR (PHR) CERTIFICATION - Certification Primary Location 508 SW 8TH ST, BENTONVILLE, AR 72712, United States of America Recommended Skills Adaptability Business Administration Business Planning Business Priorities Certified Compensation Professional Change Management Estimated Salary: $20 to $28 per hour based on qualifications.
|
|
 | |
