Coordinates and monitors company performance management program by ensuring performance expectations and policy guidelines are being met, and are conducted effectively and in a timely manner; + Proactively seek knowledge of both industry and functional specialty researching best practices, legal developments, emerging trends, technological advancements, and benchmark comparisons to create HR practices that are best in class; + Drive organizational development efforts to improve processes, team dynamics, and overall effectiveness; + Design, administer, and analyze employee engagement surveys, translating results into actionable insights and initiatives to improve the workplace environment; + Develop and execute strategies to enhance employee engagement and retention; + Design and implement leadership development initiatives to build leadership competencies and prepare high-potential employees for future roles. + Provides guidance and input on business unit restructures, workforce planning, and succession planning; Partner with Talent Acquisition team as needed on staffing strategies; + Identifies training needs for business units and individual executive coaching needs; + Provides guidance on pay decisions, policy and guideline interpretation, and job evaluation; + Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions); + Stay abreast of changing business needs and anticipate human resources issues and opportunities that will have both internal and external impacts.