Position Details:

Reporting to the Vice President Global Human Resources, this role will serve as a strategic business partner to key business functions by providing leadership, development and implementation of innovative human capital initiatives to support the overall business plan and strategic direction of the Company.

The ideal candidate for this role will be able to influence and engage with leaders on initiatives, including but not limited to: optimizing organizational design, effectively managing and leveraging talent,  enhancing leadership capabilities, team-building, workforce planning, succession planning, compensation/total rewards allocation, energizing the CSG culture and igniting the full potential of employees and the organization.  Ongoing, this role is expected to challenge the status quo, generate creative ideas on human capital programs and processes, and identify opportunities for CSG to become an Employer of Choice.     

Key Competencies & Traits

• Contribute to a world-class HR function by exhibiting leadership and ability to influence  - game changer mentality
• Embraces change and thrive in respecting company’s heritage while creating an exciting future workforce culture
• Has a passion for creating a differentiated employee experience – inspire company and employees to reach full potential
• Highly organized, accurate and detail oriented with the ability to excel within an agile environment
• Unequivocally upholds the corporate culture and values – striving for an open, respectful and inclusive culture
• Demonstrated ability to work with ambiguity possessing a passion for collaboration and is solutions driven while building consensus
• Ability to strategically and operationally evaluate and implement sophisticated HR related programs and initiatives; be able to work with a variety of organizational leadership to build consensus around HR strategy and tactics; have a demonstrated background in talent management and leadership management; as well as have a proven ability to attract and retain outstanding talent and assemble and motivate high performance teams
• Understands and knows how to strike a balance between business needs and employee advocacy
• Demonstrated financial acumen and understanding of financial results on business and rewards programs

Key Responsibilities

• Maintains in depth knowledge of employment laws at the state and federal level. Provides consultation and advice to management on legal and ethical issues, as well as general business challenges and employee issues. Mediates between managers and employees to reach agreement and consensus.
• Function as a strategic business partner to the management teams of each business unit or specialty group regarding key organizational and management issues
• Implement HR plans and programs that effectively communicate and support CSG’s strategic vision and overall business objectives
• Work with CSG’s management to establish a sound plan for overall talent/succession management that corresponds to CSG’s strategy and objectives
• Play active and integral part in the company’s employment branding, culture and engagement efforts; an active role in driving change and evolving the company performance-oriented culture and values. Including interpreting engagement results and translating into action
• Promotes a culture of accountability and excellence throughout all levels of the organization
• Proactively partners and collaborates with internal HR colleagues (regional and global) to ensure the effective delivery of all business programs, processes and communications.

Education and Experience Requirements

• 6-8 years of directly related business experience and demonstrated success as an HR Business Partner
• Bachelor's Degree in Human Resources or related fied
• Ability to build and maintain effective working relationships with both internal and external customers
• Proven ability to partner and influence at all levels of the organization
• Excellent oral and written communication and presentation skills
• Experience with workforce planning, and reporting/analysis of workforce metrics a plus
• Travel as appropriate to implement strategic initiatives approximately 15-25% or as needed to support the business