Career Area:
Human ResourcesJob Description:
Your Work Shapes the World at Caterpillar Inc.
When you join Caterpillar, you're joining a global team who cares not just about the work we do – but also about each other. We are the makers, problem solvers, and future world builders who are creating stronger, more sustainable communities. We don't just talk about progress and innovation here – we make it happen, with our customers, where we work and live. Together, we are building a better world, so we can all enjoy living in it.
About Us:
Caterpillar Inc. is the world’s leading manufacturer of construction and mining equipment, off-highway diesel and natural gas engines, industrial gas turbines and diesel-electric locomotives. For nearly 100 years, we’ve been helping customers build a better, more sustainable world and are committed and contributing to a reduced-carbon future. Our innovative products and services, backed by our global dealer network, provide exceptional value that helps customers succeed.
Job Summary:
The Director of Human Resources will have global responsibility for the Global Construction & Infrastructure (GCI) division which is part of our Construction Industries Segment.
Global Construction & Infrastructure manages worldwide sales, service and marketing for the Earthmoving, Excavation, and Load & Haul machinery groups. The GCI team exclusively partners with the Cat® dealer network to promote and commercially support the sale of Cat-branded products, solutions and services.
Job Description:
The Director of Human Resrouces will manage the development and implementation of HR strategies aligned with business objectives, provides guidance on HR policies and practices, and fosters a culture of employee engagement and development.
Responsibilities:
• Acting as a trusted coach providing guidance to senior leaders on HR-related matters, including performance management, compensation, and benefits, etc.
• Aligning HR policies and programs for their division which promote employee engagement, retention, and performance.
• Analyzing HR metrics and data to identify trends and opportunities and develop a story to provide data-driven recommendations to senior management.
• Collaborating with senior management as a strategic advisor helping identify and prioritize HR initiatives that align with the organization's strategic goals and objectives.
• Leading team of HR leaders to collaborate effectively with other Centers of Excellence and serve as thought leaders to the business and HR.
• Leading, supporting, and influencing the design and change management approach of large-scale talent-focused change efforts impacting highly matrixed lines of business.
Skill Descriptors:
Business Acumen:
Knowledge of business concepts, tools, and processes that are needed for making sound decisions in the context of the company's business; ability to apply this knowledge appropriately to diverse situations.
• Designs the organization's planning processes and decision-making channels.
• Explains business issues and trends of own business unit as compared to other business units.
• Demonstrates a big picture understanding of the business, its interrelationships, and priorities.
• Demonstrates strong foundation of business fundamentals, measurement, and business finance.
• Develops business cases for own function; reviews and critiques cases for other functions.
• Explains advantages and risks of using business simulations for critical business decisions.
Global Perspective:
Knowledge of issues, opportunities, and challenges for conducting business in the international marketplace; ability to apply global perspectives appropriately in a wide range of situations.
• Coaches others on legal, regulatory, and financial issues across multiple countries.
• Participates in developing current and planned infrastructure for conducting global business.
• Advises on the application of global policies to regional and local operations.
• Compares and contrasts opportunities and challenges for countries within a region.
• Oversees current projects using experience with conducting business in several countries.
• Coordinates country-specific legal and financial compliance reviews.
Knowledge of Organization:
Knowledge of the organization's vision, structure, culture, philosophy, operating principles, values, and code of ethics; ability to understand the value of aligning capabilities with business goals to support optimal performance.
• Promotes the rationale and organizing principles of organization's structure.
• Aligns own department's plans with enterprise mission and vision.
• Coaches others on organization's philosophy, culture, and history.
• Trains others on the functions, key responsibilities, and practices of multiple departments or units.
• Makes effective use of the organizations unofficial structure and back channels.
• Participates in developing formal procedures and structures for getting things done within the organization.
Decision Making and Critical Thinking:
Knowledge of the decision-making process and associated tools and techniques; ability to accurately analyze situations and reach productive decisions based on informed judgment.
• Differentiates assumptions, perspectives, and historical frameworks.
• Evaluates past decisions for insights to improve decision-making process.
• Assesses and validates decision options and points and predicts their potential impact.
• Advises others in analyzing and synthesizing relevant data and assessing alternatives.
• Uses effective decision-making approaches such as consultative, command, or consensus.
• Ensures that assumptions and received wisdom are objectively analyzed in decisions.
Influencing:
Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside own organization.
• Defines strategies and plans for influencing multiple decision makers.
• Debates issues to bring the most critical points to the forefront for decision making.
• Gains acceptance of ideas and suggestions from senior business executives.
• Coaches others on effective influencing strategies and tactics.
• Influences high-impact, high-risk and highly complex situations.
• Demonstrates ability to influence at all levels of the organization.
Alignment:
Knowledge of the importance of collaboration among team members and the ability to enroll stakeholders in communicating and coordinating activities to support the organization's vision and strategies.
• Involves team in discussions focused on clarifying and improving broad commitment.
• Interprets the organization's vision for external stakeholders.
• Establishes clear expectations and accountabilities linked to the vision.
• Develops methods for effectively and consistently communicating strategy and operational goals.
• Helps managers tailor approaches for mobilizing their team around the strategy.
• Refines operational priorities over time to preserve alignment with vision.
Leadership:
Knowledge of leadership practices and processes; ability to use strategies and skills to enlist others in setting, embracing and achieving objectives while having a long-term perspective of the future state of things and how to get there.
• Translates vision into specific functional or departmental initiatives.
• Uses a normative decision model (with leadership styles and situational variables) to select style.
• Promotes efficacy through monitoring, coaching & motivating subordinates, intervention, etc.
• Uses emotional contagion to affect the mood of group members, tone of group and group processes.
• Initiates structure: role clarification, setting standards, holding subordinates accountable, etc.
• Employs various group decision-making methods depending on the situation.
Talent Management :
Knowledge of how an organization attracts, recruits, retains, identifies and develops talent; ability to develop the talent required for an organization to achieve its short-term and long-term goals.
• Creates a system to organize and maintain records of organizational employees.
• Develops organizational best practices for the management of talent.
• Advocates the development of new technologies and tools for talent management.
• Monitors industry trends and promotes industry-wide developments and improvements in talent management.
• Creates guidelines for qualities needed in prospective employees.
• Leads discussions on the historical background and future perspective of talent management.
Location: This role will be based in Geneva, Switzerland.
Travel: There will be up to 50% travel for this role - includes international travel.
Posting Dates:
October 18, 2024 - October 25, 2024Caterpillar is an Equal Opportunity Employer (EEO).
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