Essential Functions:

Oversees a team of HR Business Partners; provides coaching, resolves conflicts, sets SMART goals, conducts performance

evaluations, and promotes teamwork.


Works with senior business leaders to identify and diagnose challenges – for them as leaders, as well as across their



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Recommends solutions and supports the change required to improve (i.e. sharing leadership/delegation, conflict management,

team building, and mentoring).


l Identifies HR trends and issues including possible management action outcomes.

Partners with business leaders to provide organizational development consultation and advice related to organizational change

and organizational structures


Plays a key role in talent and succession planning by partnering with the leadership team in identifying development plans to

address key skill and knowledge gaps.


Collaborates with leaders to identify and execute on key talent strategies that support the achievement of overall divisional

strategic objectives.


Manages a workforce planning that supports the projected performance of the business, to include data related to recruiting,

promotions, transfers and attrition.


l Drives change required (growth, productivity, downsizing) to meet current and future client and shareholder needs.

Focuses on building a high performance organization by working with leaders, employees and HR colleagues within the HR

Centers of Expertise (CoEs) to ensure successful implementation of HR practices and programs.


Identifies top-talent, assists in the assessment of their skills and capabilities and provide developmental opportunities

(exposure, experiences, education, coaching) and ensures everyone has a development plan.


Leads goal setting process and oversees employee feedback and rating processes to ensure differentiation for highperformance.


l Works across multiple departments and functions to solve complex talent and engagement issues.

Leads key talent cycles in partnership with respective HR Business Partners and CoE colleagues. Cycles include talent

management & review, succession management, performance management, and annual compensation review.


Analyzes and reports on relevant data required during cycles to ensure outcomes align with pay for performance & talent

development philosophies.