DXC Technology (NYSE: DXC) is the world’s leading independent, end-to-end IT services company, helping clients harness the power of innovation to thrive on change. Created by the merger of CSC and the Enterprise Services business of Hewlett Packard Enterprise, DXC Technology serves nearly 6,000 private and public sector clients across 70 countries. The company’s technology independence, global talent and extensive partner alliance combine to deliver powerful next-generation IT services and solutions. DXC Technology is recognized among the best corporate citizens globally. For more information, visit www.dxc.technology.
Location: Prefer our team to be located within our Tysons Corner, VA headquarters but open to considering other locations.
It is essential for Human Resources in DXC across the Americas to continue to transform itself and deliver the People strategy and solutions that will enable our business success. Our operating model’s foundations are Centers of Excellence supported by exceptional Shared Services that together enable lean HR Business Partners to deliver solutions that add customer value to the organization. Creating the business success through Commercial Enablement and improving the Employee Experience are critical to the success of our HR Strategy.
That is why we need the right people to partner our Business Leaders to find opportunities, develop Human Resources solutions and strategies, and ensure results. You will also play the critical role of coach and adviser to senior business leaders regarding people and strategy. You are responsible for driving the strategic People agenda of your respective BU’s and you will ensure it is aligned with the Regional People Strategy as well as supporting the business unit’s objectives.
Your role is to align the employee effort with the performance of your Business Unit by developing and driving integrated value added HR solutions and programs across a range of HR areas including, organizational culture, talent management, leadership development, performance management, change management, organizational design, capability development, strategic workforce planning, employee engagement and compensation & benefits.
You will act as a subject matter expert, consultant and trusted adviser to the Business Leadership on human resources-related issues by assessing and anticipating HR-related needs and acting as an employee experience champion and change agent to successfully drive organizational change and transformation programs. You will achieve this by developing, cultivating and maintaining strong partnerships with teams across the broader HR team.
You will also represent the BU’s needs and situation (e.g. financial position, mid-range plans, key challenges, etc.) to the HR leadership team by providing insightful and relevant feedback on key BU strategies and tactics.
A creative project team approach brings our collective energies to bear on those initiatives that will drive maximum impact for DXC.
People are core to this business. The HRBP role is therefore not a support role, but one that is integrated into the business.
We look for these key professional attributes:
Strategic thought partner. Actively provide thought leadership to business/functional leaders on business priorities across organizational and people-areas.
Employee Experience Champion. Understand, respond to, and advocate how we can improve the employee experience within the context of the business strategy
Consultant. Demonstrate consulting, diagnostic and execution skills (understand the business, define the problem, conduct a diagnosis, and execute/ enable business to execute)
Operational execution. Drive true value by authoritatively executing run and maintain type work. Directs transactional work to the right delivery models (shared services, self-serve, etc.). Roll up your sleeves to drive execution and get things done
Change management. Work with the HR leadership and DXC’s business leaders to execute change management in order to influence sustainable change in DXC
Process Orientation. Maintains a process oriented outlook by identifying and involving key partners to define and improve critical processes, selecting and using appropriate process tools to diagnose opportunities for productivity improvements
Regional and corporate HR partnership. Execute on regional priorities while being responsible for the corporate HR agenda. Work reciprocally with corporate functions e.g. Finance
As well as these key personal attributes:
Good teamwork and collaboration skills to work with and on occasions, lead cross functional project teams
Displays a resilient attitude and strong work ethic
Demonstrates credibility by developing and exhibiting professional competencies, is valued and maintains confidentiality, is trusted by others, makes and meets commitments, and does what it takes to produce results.
Shows good judgment and looks after critical issues from among contending priorities, making appropriate trade-offs between differing interests and agendas, using data to guide decision-making process
Exhibits courage by standing up for own beliefs and taking responsibility for personal actions. Delivers information and feedback in an up-front and candid manner
Ability to work with ambiguity, without a defined clear path. Comfortable working as an Individual Contributor.
A self-starter, with the ability to quickly change course and adapt to meet our changing needs.