Director, Human Resources Job Listing at Fidelity Investments in Boston, MA (Job ID 1013028)
This line HR role is part of the Asset Management (AM) HR team, and is aligned with senior leaders in the Equity/High Yield Organization. The position, which is based in Boston, will have key accountability in managing HR’s relationship with the business, and will work with the senior leaders and their direct reports to drive key HR strategies which impact business performance. These include organizational design, compensation and retention strategies, engagement programs, employee and leadership development, staffing and workforce planning and performance management coaching. In this role, the incumbent will use their knowledge of HR to diagnose, implement and consult on HR processes and programs, and work with other members of the AM HR team to drive both AM and BU initiatives in support of the business strategy and goals.
Key Job Responsibilities
BU/HR Planning and Execution
Translates BU strategy and creates short and mid-term BU specific HR initiatives in support of the business strategy for assigned clients.
Develops, aligns and executes HR programs and initiatives; drives to successful completion in support of business unit plans.
Works with HR Centers of Excellence to prioritize and ensure resources are in place to deliver against HR and BU plans.
Surfaces issues as programs are implemented; informs senior management as needed.
Monitors progress against metrics and milestones, informing leaders as appropriate and making recommendations as needed.
Manages and implements change management initiatives and may be accountable for leading a portion or work stream of a larger change management strategy.
Consults with internal or external partners to assess, design and implement change management strategies/programs for BU/HR initiatives; brokers with partners to provide the right resources for the initiative to ensure successful outcomes.
Tailors strategy and programs to fit the needs of the organization; consults on change impact of process improvement initiatives.
Monitors progress against metrics and milestones, coaching business unit leadership as needed throughout the change.
Assesses organizational effectiveness from multiple views of impact and either develops or consults on the development of solutions to support business strategy.
Consults with business leadership to integrate tools and results into leadership/organizational/business goals.
Partners with leaders to drive communication and engagement strategies to support retention
May assist, as required, in inquiries regarding complex ER issues, working with legal, risk, compliance, and security.
Organization Planning & Design
Coaches assigned leaders using supporting workforce information and analytics when making key talent and human capital planning decisions (compensation cycles, talent reviews, leader retention, succession, etc.).
Manages and implements organizational design solutions and is often accountable for leading a work stream.
Partners with business units to integrate existing workforce plans and staffing strategy when considering openings.
Coaches leaders to bring in opportunistic hires to strengthen and diversify talent and support succession plans as appropriate.
Helps hiring manager develop the profile, sourcing strategy, selection process and compensation and offers strategy for select senior level hires to ensure equity.
Talent and Succession Management
Provides Talent Management context and philosophy to introduce and consult on talent activities.
Facilitates, executes and/or participates in Talent Review/Succession Planning roundtables for business partners, leading the entire process across the BU/ Function as required.
Identifies talent needs, risks and gaps; creates a plan to address using talent management tools and resources.
Helps business ensure bench strength by consulting with leaders on decisions to build, buy or develop talent addressing benefits and risks of each strategy.
Develops or supports the development of retention plans and programs targeting high potential and critical roles.
Identifies organizational capabilities (strengths and gaps) needed to deliver against business results, leveraging and integrating Fidelity's Leadership and Success Profile framework.
Adapts, interprets, and educates the business on the relevance and application of Fidelity Leadership and Success Profile framework and associated development processes and programs.
Supports the implementation of BU specific development strategies. Drives or coordinates the delivery of existing programs or development of new solutions to close gaps and build bench strength.
Partners with leaders in the identification and nomination of high potential talent within the business.
Provides ongoing consultative and coaching support for high potentials participating in a formal development process.
Supports the integration of the performance management philosophy into strategic business goals/plans to establish high expectations for business results.
Coaches business leaders to influence and align behaviors to drive business results.
Supports goal alignment, cascading, scorecards, KPIs and expectation setting; consults on effective manager and associate conversations.
Education and Experience
Bachelor's degree; Master's degree preferred
10+ years of HR generalist/business partner experience
Skills and Knowledge
Understanding of the business to influence business decisions and ability to provide sophisticated advice and coaching in response to business issues
Experience and demonstrated success partnering with senior level executives and performing as part of a senior leadership team.
Experience balancing the broader HR agenda with specific HR strategies unique to a particular business
Strong compensation knowledge
Strong business partnering, communication, and strategic thinking skills.
Strong project management skills and an ability to think full cycle about the work to be implemented
Change management orientation - understanding of the key areas of communication and engagement
Capable of analyzing data and recognizing trends and themes, and able to use experience to relate to the real environment
Confident in stepping forward to confront difficult issues
At Fidelity, we are focused on making our financial expertise broadly accessible and effective in helping people live the lives they want from the 23 million people investing their life savings, to the 20,000 businesses managing their employee benefits programs, to the10,000 advisors and institutions needing innovative technology solutions to invest their clients’ money. To do this well, as a privately held company, we place a high degree of value in nurturing a work environment that attracts the best talent and reflects our commitment to being an employer of choice. For more information about Fidelity Investments, visit
Fidelity Investments is an equal opportunity employer.
Job: HR-Human Resources
Primary Location: US-MA-Boston
Job Level: Director
Education Level: Bachelor's Degree (±16 years)
Job Type: Standard
Shift: Day Job
Overtime Status: Exempt
Travel: Yes, 25 % of the Time
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