DESCRIPTION

Audible is looking to hire a Senior Director, HR Business Partner. This is a great opportunity to be a Senior HR Business Partner in a growing media landscape, helping people to successfully join and then thrive in our unique culture based on our People Principles: Articulate the Possible and Move Fast to Make it Real, Study and Draw Inspiration from Culture and Technology, Be Customer Obsessed, Imagine and Invent Before They Ask, and Activate Caring.
 Working closely with the client teams, as well as international HR colleagues, you will be responsible for the planning and execution of our People Plan, which encompasses Organizational Effectiveness, Talent Management, Coaching & Development, and Culture & Engagement initiatives.
You will partner with the business leaders and their teams within the client groups you support to identify current and future needs, prioritize workload and deliverables, and coordinate with HR Center of Excellence colleagues to drive HR initiatives and deliver solutions.

KEY RESPONSIBILITIES

Be a Thought Partner to the VP of HR Business Partners, where you will help drive rigor and best practices in all people-related processes

Coordinate across our Recruitment, Learning and Compensation partner teams to plan and deliver holistic and fit-for-purpose HR solutions

Be the HR Business Partner to various Executive Leadership Committee members where you will work directly with these senior leaders and their teams to translate their business objectives into specific People Plans that will help each of them tackle the complex HR challenges unique to their organizations. These Plans will entail key projects and initiatives around our Audible People Plan:
· Organization Effectiveness – assess and align team structures and people processes to Business Goals/Strategy; rationalize headcount requests using external span of control and other benchmarks
· Talent Management – facilitate talent assessment process across the teams and help managers create specific action plans to develop and grow employees; oversee sensitive employee relations issues directly with ER and Legal to manage performance issues timely and thoughtfully
· Coaching & Development – work with senior leaders and managers across the teams to improve/enhance their leadership effectiveness with day to day advice and counsel and continuous feedback
· Culture & Engagement – play a key role in action planning around Employee Voices Survey results; help drive communications/changes to create a culture of clear roles and responsibilities and transparency across the teams