Senior Director Human Resources

Company Description Veolia Group aims to be the benchmark company for ecological transformation. With nearly 220,000 employees worldwide, the Group designs and provides game-changing solutions that are both useful and practical for water, waste and energy management. Through its three complementary business activities, Veolia helps to develop access to resources, preserve available resources and replenish them. In 2021, the Veolia group provided 79 million inhabitants with drinking water and 61 million with sanitation, produced nearly 48 million megawatt hours and recovered 48 million tonnes of waste. Veolia Environment (Paris Euronext: VIE) achieved consolidated revenue of 28,508 billion euros in 2021.  This Senior HR Director will lead HR within one of our fastest growing Business Units. With a continuous stream of M&A and growth, this is an exciting time to join the company and be part of the strategic growth within HR in this business unit and company wide. This business unit has 2500 employees total and a team of 2 HR Managers and a solid team of field HRBP's across the U.S.
Veolia North America's Environmental Solutions and Services (ESS) business unit is at the forefront of environmental innovation, offering a comprehensive suite of waste management and environmental solutions. ESS is dedicated to helping industries, municipalities, and commercial enterprises achieve their sustainability goals by providing tailored solutions that address complex environmental challenges. With a focus on safety, compliance, and customer satisfaction, the ESS team offers services ranging from hazardous waste management to recycling and resource recovery. As a part of Veolia, a global leader in optimized resource management, the ESS business unit is committed to driving positive environmental change and fostering a sustainable future.
Job Description
Reports To: CEO of Business Unit and Matrix to the Chief People Officer for VNA 
POSITION PURPOSE Within Veolia North America, the Senior Director of Human Resources plays a pivotal role in shaping the organization's culture, driving employee engagement, ensuring compliance with labor laws and regulations, and navigating complex union environments. They serve as a strategic partner to the CEO and senior leadership team, providing expert guidance on people-related matters, including mergers and acquisitions (M&A) and union avoidance strategies, that directly impact the company's overall success. The Senior Director will report to and collaborate closely with the Chief People Officer for VNA to drive harmonization of processes and policies across the organization.
PRIMARY DUTIES / RESPONSIBILITIES HR Strategy & Leadership: Provide strategic direction and leadership to the HR team, ensuring alignment with organizational goals. Foster a high-performance culture and drive HR initiatives that support business objectives, including M&A activities and union avoidance strategies. Manage HR annual budget, goals and objectives.
Union Relations & Labor Strategy: Develop and implement proactive labor relations strategies to foster positive union-management relationships. Lead collective bargaining negotiations, contract administration, and grievance resolution. Ensure compliance with labor agreements and applicable laws. Develop and execute union avoidance strategies to maintain non-union status where appropriate.
M&A Integration: Play a key role in due diligence and integration planning for mergers and acquisitions. Develop and execute HR strategies to support successful integration of acquired companies, including harmonization of policies, compensation, benefits, cultures, and union avoidance measures where applicable.
Strategic HR Planning: Partner with the CEO, Chief People Officer, and senior leadership to develop and execute HR strategies that align with the company's overall vision and goals, considering union, union avoidance, and M&A implications. Drive the shaping of VNA's culture and ensure effective implementation of policies and procedures.
Organizational Development: Lead organizational development initiatives, including restructuring, change management, and cultural transformation, with a focus on successfully integrating acquired companies and aligning union and non-union workforces. Implement strategies to maintain positive employee relations and minimize union organizing risk.
Employee Engagement: Integrate business knowledge with HR support to meet company goals. Regularly visit site/customer locations and communicate business priorities. Assess employee engagement and drive initiatives to continually improve, considering the unique needs of union and non-union employees, and proactively addressing potential union organizing efforts.
Talent Acquisition & Development: Oversee talent acquisition strategies to attract and hire top talent at all levels, including those with union experience. Foster a diverse and inclusive environment. Drive effective onboarding, training and development programs to grow and retain talent, while reinforcing the company's union avoidance philosophy.
HR Operations & Compliance: Ensure HR policies, processes and procedures drive operational effectiveness and legal compliance, taking into account union contracts, union avoidance strategies, and M&A activities. Continuously identify opportunities for improvement. Ensure adherence to federal and state laws and reporting requirements.
Total Rewards: Oversee compensation, benefits and rewards programs that align with organizational goals, union contracts, union avoidance objectives, and drive employee engagement. Ensure effective implementation and communication of programs, considering the implications of M&A activities.
Executive Collaboration: Serve as a trusted advisor to the CEO, Chief People Officer, and senior leadership on people-related matters, including union relations, union avoidance, and M&A activities. Provide expert guidance to drive sound decision-making and strategy execution.
Qualifications
Education /Experience /Background Bachelor's degree in HR, business, labor relations, or related field required; Master's degree preferred
15+ years of progressive HR leadership experience, with proven track record driving strategic initiatives, leading high-performing teams, managing union relationships, and implementing union avoidance strategies
Experience with HR aspects of mergers and acquisitions
Knowledge /Skills /Abilities Strong leadership abilities with influencing and relationship-building skills, particularly in union environments
Expertise in labor relations, collective bargaining, union contract administration, and union avoidance strategies
Strategic thinker with business and financial acumen, including M&A experience
Excellent communication, presentation, and facilitation skills
Passionate, customer-centric, and results-oriented with unquestionable integrity
Innovative, adaptable, and able to navigate ambiguity in complex union, union avoidance, and M&A situations
Analytical and problem-solving skills
Knowledge of employment laws, labor regulations, and HR best practices
Certification /Licenses / Training SPHR, SHRM-SCP certifications desired
PHYSICAL REQUIREMENTS / WORK ENVIRONMENT Office environment
Travel: 30-40% domestic
Additional Information
BENEFITS Veolia's comprehensive benefits package includes paid time off policies, as well as health, dental and vision insurance. In addition, employees are also entitled to participate in an employer sponsored 401(k) plan, to save for retirement. Pay and benefits for employees represented by a union are outlined in their collective bargaining agreement.
A subsidiary of Veolia group, Veolia North America (VNA) offers a full spectrum of water, waste and energy management services, including water and wastewater treatment, commercial and hazardous waste collection and disposal, energy consulting and resource recovery. VNA helps commercial, industrial, healthcare, higher education and municipality customers throughout North America. Headquartered in Boston, Mass., Veolia North America has more than 10,000 employees working at more than 350 locations across the continent.  We are an Equal Opportunity Employer! All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.
Disclaimer: The salary, other compensation, and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, subject to applicable law.