Company

Cox Communications, Inc.

Job Family Group

People Solutions

Job Profile

HRBP Director

Management Level

Director

Flexible Work Option

Hybrid - Ability to work remotely part of the week

Travel %

Yes, 5% of the time

Work Shift

Day

Compensation

Compensation includes a base salary of $129,100.00 - $215,100.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate’s knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program.

Job Description

Cox Communications is currently looking for a HR Director to join our RapidScale team in Raleigh, North Carolina. 

About RapidScale:

Flexible enough for the SMB and powerful enough for the enterprise, RapidScale, a Cox Business company, is a global managed cloud services provider helping organizations increase IT productivity, improve security, and empower remote workforces.  Some organizations partner with RapidScale to manage portions of their IT, while others offload it all. Through our global network of data centers and our 24/7/365 high-touch support team, we obsess over creating an exceptional IT experience through a human approach to managed cloud.

RapidScale is one of the fastest growing Cloud Computing companies in the industry. RapidScale is seen as a leader in desktop virtualization with marked success in application virtualization for both Windows and Mac applications. The company also provides Infrastructure as a Service (IaaS), and Disaster Recovery as a Service (DRaaS) solutions via an enterprise “Flex Pod” cloud stack.

The Role:

The HRBP Director will support the RapidScale organization and serve as a people consultant and advisor to the SVP, Rapidscale, to deliver the talent strategies needed for the team.  This role requires a self-directed and resourceful individual who can bring creative and innovative talent solutions to the table while successfully managing all people activities in support of the client.  Additionally, the ideal candidate must have a deep understanding and demonstrated experience in mergers and acquisitions (“M&A”) and integration, with a proven track record in leading and developing HR teams.  The Director partners with team and organizational leaders to develop people strategies that integrate with and support global business strategies, goals, and objectives.  They coach managers on building effective teams and addressing employee relations matters. The incumbent provides consultation and advice on organization design, talent development, workforce planning, succession management, rewards, training, leadership development, and performance management.  They drive these initiatives and bring a strong background in M&A to inform strategy and execution.  The Director serves as the client face of People Solutions, acting as an interface and liaison with other People Solutions groups (i.e., Talent Acquisition, Learning & Development/ Training, HRTS, Compensation, and Benefits).  Lastly, they ensure compliance with corporate policies and with government regulations and statutory requirements globally. 

Responsibilities:

Engages with executive leadership to develop, implement, and monitor progress of strategically focused People Solutions programs, initiatives, policies, and operations

Engages with business leaders to understand evolving business needs and associated people and organizational requirements

Collaborates with People Solutions teams and specialists to ensure the proper alignment and focus of People Solutions programs, initiatives, and priorities

Monitors People Solutions programs and initiatives company-wide to ensure effective focus and positive impact on enhancing people and organizational capability

Analyzes people and organizational requirements, operations, gaps, and issues - engaging with senior leadership to understand potential business implications and develop resolution strategies

Serves as the primary HR business partner to the business and collaborates with other HRBPs and HR Centers of Excellence (“COE”) to execute strategy and evaluate the success of initiatives impacting business performance

Conducts needs analysis to identify training related opportunities and leverages talent management resources to further analyze and recommend appropriate solutions, to include performance management, OD interventions and training solutions

Independently consults with leadership teams on an on-going basis to review the accuracy of organizational structures, job design and team performance to meet business goals

Consults with the business to facilitate and drive to solution a variety of employee interventions such as team building, select meeting facilitation (executive, strategic groups, leader assimilations), EOS action planning, etc

Facilitates the implementation of talent management practices that enable business leaders to conduct ongoing assessment and succession planning resulting in key talent identification 

Partners closely with the COE to identify, recommend, and drive solutions to complex compensation and pay challenges that impact talent and the achievement of business goals

Provides advice, best practices, framework and methods to the business on how to identify and develop internal leaders as well as help improve the team effectiveness

Anticipates and facilitates the identification of key business changes and the implementation of those changes to achieve the desired end state as a business

Supports the company’s employee engagement and inclusion/diversity strategies into the integrated functional business plans

Supports the M&A activities of the RapidScale Organization, including due diligence, integration, and retention of key talent 

Qualifications:

Bachelor’s degree in a related discipline (i.e., Human Resources, Business, etc.) and 10 years’ experience in a related field (i.e., Human Resources, Employee Relations, Talent Management, Talent Acquisition, etc.).  The right candidate could also have a different combination, such as a master’s degree and 8 years’ experience; a Ph.D. and 5 years’ experience in a related field; or 14 years’ experience in a related field. 

Requires strong knowledge of Microsoft Excel and PowerPoint. 

Prior experience directly supporting M&A integration for mid- to large-sized companies. 

Excellent time management, organizational, communication and collaborative skills. 

Possesses the ability to manage conflicting priorities with ease and act with a sense of urgency to drive deliverables to completion. 

Please note: this individual MUST reside in Raleigh, NC and be open to a hybrid work environment.

Benefits

The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the company’s needs, and its obligations; seven paid holidays throughout the calendar year; and up to 160 hours of paid wellness annually for their own wellness or that of family members. Employees are also eligible for additional paid time off in the form of bereavement leave, time off to vote, jury duty leave, volunteer time off, military leave, parental leave, and COVID-19 vaccination leave.

About Us

Cox Communications is all about creating moments of real human connection; and for employees, that’s true both in the workplace and in the problems we solve for customers. From building advertising solutions to unleashing IoT technologies to creating an exceptional experience for customers in our retail locations and online, we’re creating a world that is smarter and more connected. Benefits of working at Cox may include health care insurance (medical, dental, vision), retirement planning (401(k)), and paid days off (sick leave, parental leave, flexible vacation/wellness days, and/or PTO). For more details on what benefits you may be offered, visit our benefits page. Cox is an Equal Employment Opportunity employer – All qualified applicants/employees will receive consideration for employment without regard to that individual’s age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law. Cox provides reasonable accommodations when requested by a qualified applicant or employee with disability, unless such accommodations would cause an undue hardship.