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Xerox Vice President, HR Business Partner in Norwalk, Connecticut

Xerox Corporation (NYSE: XRX) is an $11 billion technology leader that innovates the way the world communicates, connects and works. Our expertise is more important than ever as customers of all sizes look to improve productivity, maximize profitability and increase satisfaction. We do this for small and mid-size businesses, large enterprises, governments, graphic communications providers, and for our partners who serve them. We understand what’s at the heart of work – and all of the forms it can take. We embrace the increasingly complex world of paper and digital. Office and mobile. Personal and social. Every day across the globe – in more than 160 countries – our technology, software and people successfully navigate those intersections. We automate, personalize, package, analyze and secure information to keep our customers moving at an accelerated pace.

Learn more at www.xerox.com.

The Vice President, HR Business Partner is a dynamic and influential leader with energy, a creative mindset, and strategic thinking abilities who will successfully lead Xerox’s HR function for a high growth business unit and help to reposition Xerox as a technology powerhouse. This is a significant and challenging role that is responsible for developing and implementing enterprise-wide strategies, fostering best practices, and driving excellence. The role is based at Xerox global corporate headquarters in Norwalk, CT.

Accountabilities of the Role:

HR Strategy:

  • Assess the state of human capital across the business, using that information to develop and implement an HR strategy.

  • Understand the business as well as the broader organization’s goals and challenges and design individual talent strategies that enable them each to meet their objectives.

  • Ability to think beyond his or her specific remit and create and employ enterprise-wide processes that enable leaders to optimize talent within the organization.

Change Management:

  • Assess the talent and performance within the business and determine how equipped and prepared each are for change.

  • Prescribe a plan to fill gaps and to further bolster strengths.

  • Support the individual business leaders in difficult decision making and serve as a sounding board and confidant.

  • Offer proactive guidance and advice on organizational structure, communication, and attracting and retaining talent.

Leadership:

  • Coordinate with the broader HR team to develop integrated human capital plans and project initiatives consistent with the overall HR strategy for the company.

  • Coach, develop and manage direct reports to ensure human capital initiatives are seamlessly executed.

  • Continue to elevate the HR function to a level of strategic advisory, anticipating the human capital needs of the business to achieve its objectives.

  • Lead a global team of roughly 4-6 HR professionals.

This individuals’ key client will be a member of the Executive Committee, requiring the successful candidate be commercially astute and demonstrate a high level of business acumen. This role requires a highly experienced, polished, politically savvy, and resilient leader who embraces personal execution but is also comfortable delegating as needed. The incumbent will be a creative thinker who is able to generate options by building consensus. S/he must also be comfortable dealing with ambiguity and delivering within a rapidly changing and developing environment. The candidate must have deep experience in leading complex business transformations (i.e., mergers, acquisitions, divestitures), and an ability to drive change with urgency and tenacity. This leader must also balance excellence in strategic thinking with executional competence, and be a strong analyst of talent issues. The individual demonstrates exceptional work ethic, judgment, discretion, and practicality, with a desire to deliver results quickly within a fast paced and often hard-driving environment.

Required Experience:

Business Acumen & Human Capital Expertise:

  • A minimum of 15 years of increasing levels of responsibility and a proven track record of growth and achievement in HR business.

  • Has a broad generalist background which is underpinned by clear business acumen.

  • Maintains broad knowledge of global, industry and competitor events and demonstrates understanding of financial indicators and cost drivers, and the effects of these on the organization.

  • Can present recommendations that are aligned to the business strategy and understands the need to make a compelling business case for the value of the function.

  • Ability to articulate and express an independent point of view and is comfortable (appropriately) challenging conventional wisdom.

Ability to Think Strategically and Act Tactically:

  • Can successfully operate effectively in both strategic and tactical worlds.

  • Must be strategically oriented to drive the overarching goals of the HR function, yet tactically focused to ensure the function runs smoothly.

  • Ability to build strategies based on a nuanced understanding of the organization culture, but also has an appropriately cadenced bias for action and “rolling up the sleeves” while delivering exceptional results.

Influencing and Relationship Building Skills:

  • Capable of building and sustaining excellent relationships at multiple levels in the workplace.

  • Utilize relationships not only to gain a better understanding of the company’s needs, but also to strategically accomplish goals, and has well-honed influencing skills that will enable her/him to persuade others and execute across the organization.

Change Orientation and Drive for Results:

  • Thrive in a fast-paced, nimble, agile work environment.

  • Possesses strong fact and data-based, decision-making skills and demonstrates a bias for action and results.

Communication/Executive Presence:

  • A highly articulate person who engenders credibility at all levels through strong verbal and written communication skills.

  • Ability to present and discuss complex information in a way that persuades and enhances understanding.

  • Effective and active listener.

  • Possesses strong consultation, facilitation and presentation skills.

Leader/Collaborator/Team Builder:

  • A highly collaborative individual who is a true team player, coach and mentor; focused on the success of others than her/himself.

  • Proven ability to attract, manage and develop strong teams and provide appropriate leadership, structure, coaching, training and development.

  • Sets high standards of performance and inspires others to perform.

  • Has a keen eye for talent who ensures the right skills are utilized in the right roles and proactively addresses performance issues.

  • Attentive listener who is straightforward, articulate and open in communication with others.

  • Possesses communications skills that build trust, create open channels of communication, create impact without direct authority and achieve collective buy-in.

  • Highly effective interpersonal skills across a full range of audience types and size.

Xerox is an Equal Opportunity Employer and considers applicants for all positions without regard to race, color, creed, religion, ancestry, national origin, age, gender identity, sex, marital status, sexual orientation, physical or mental disability, use of a guide dog or service animal, military/veteran status, citizenship status, basis of genetic information, or any other group protected by law. People with disabilities who need a reasonable accommodation to apply or compete for employment with Xerox may request such accommodation(s) by sending an e-mail to XeroxStaffingAdminCenter@xerox.com. Be sure to include your name, the job you are interested in, and the accommodation you are seeking.

Title: Vice President, HR Business Partner

Location: Connecticut-Norwalk

Requisition ID: 18005804

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