HR Business Partner Director, SharkNinja
Commercial functions for the Americas
Salary not provided
Senior and Expert level
Boston
2-3 days a week in office (Needham, MA)
Home devices and appliances
Open for applications
Home devices and appliances
1001+ employees
B2CConsumer GoodseCommerce
Open for applications
Salary not provided
Senior and Expert level
Boston
2-3 days a week in office (Needham, MA)
1001+ employees
B2CConsumer GoodseCommerce
Company mission
SharkNinja's mission is to positively impact people's lives every day in every home around the world.
Role
Who you are
- Strong coaching, conflict resolution and ability to have difficult conversations
- Strong knowledge of state and federal employment laws and standards
- Ability to communicate with conviction, clearly and effectively with proven listening skills. Ability to lead and facilitate crucial conversations a must
- Ability to manage confidential information and act with integrity and discretion
- Demonstrated successful track record of working in a matrix environment
- Proven success in effectively managing through influence and very strong listening skills
- Strong relationship-development skills resulting in long-term, mutually beneficial client relationships
- Strong problem resolution and decision-making skills and ability to resolve elevated issues - be creative and resourceful and display sound judgment and demonstrate accountability
- Self-motivated; able to work both independently to complete tasks and respond to department requests, as well as collaborating with others to utilize resources and knowledge of others in identifying quality solutions
- At least 8-10 years HR experience with a blend of business partnering and talent management/development focus, including organizational design/effectiveness, team building, performance management, career coaching and leadership development
- Bachelor’s degree required; Master’s Degree preferred
- Global experience desired; Consumer products industry highly preferred but not required
- Strong organization, planning and project management skills; ability to prioritize tasks for both self and team to meet business requirements and deadlines
- Ability to work with functional groups and different level of employees throughout the SharkNinja organization to achieve business results effectively and professionally
- Strong written and oral communication skills, including the ability to present ideas and suggestions clearly and effectively
What the job involves
- As the Director HRBP you will partner with organizational leadership as well as People & Culture (P&C) leadership to develop people strategy for your assigned client group that is aligned to both the business and P&C strategy
- To accomplish this, you will conduct analysis and establish and implement P&C programs that support our goal of creating world class talent by empowering individual and organizational growth through career acceleration, employee engagement and talent management approaches
- To accomplish this, you will facilitate and champion adoption of annual P&C programs including performance management, succession planning, talent assessment, workforce planning in addition to targeted programs that you create for your business groups that help them achieve and exceed their business strategy
- Your bias for action and thought leadership will position your client teams to win in a fast-paced environment
- As the Director HRBP, you must be able to communicate at the executive level, collaborate across boundaries and geographies and work with colleagues across the business and the broad P&C team
- This role will regularly need to align and collaborate with global functional organizations, our regional P&C colleagues and COE’s including talent acquisition, L&D and compensation and benefits
- You will also consult to leadership on organizational design and structure, serve as change leader and management coaching
- As the Director HRBP, you will build trusted adviser relationships across your organization and be the point of contact for strategic consultation for the functional areas: employee relations, performance management, on-boarding, policy implementation, and employment law compliance
- The business partner will serve as the trusted advisor for the executive and his/her leadership team. As such they leverage HR capabilities and business acumen to assist in aligning people practices supporting business strategy execution, problem solving, and decision making
- Aligns the P&C agenda to the corporate strategy and the key business drivers for business unit supported
- Shapes and drives talent management programs that are aligned with P&C strategy while targeting the specific talent needs of client groups supported. Leads the building the talent pipeline for future leaders, manages succession management process and follow-on action planning
- Conceptualize an end-to-end strategic workforce planning (SWP) philosophy, process and technology using widely accepted methodologies in collaboration with internal stakeholders ranging from the business
- Act as a driver for strategic support on all HR-related initiatives and operational efficiencies and participate/lead projects or process improvement initiatives. Serve as change leader/coach to ensure support for implementation occurs
- Serve as champion for SharkNinja culture but build and maintaining approaches that drive change in interview, selection, talent development, performance management and succession that reinforce and maintain the employee culture
- Serve as coach, mentor and confidant to associates at all levels in a way that supports individual and organizational success. Coach and influence as a fully integrated team member within the business unit
- Proactively analyze and identify complex people issues, data, and trends to drive change. Recommend appropriate actions
- Perform organizational effectiveness analysis and utilize that data to drive change
- Identify, prioritize, and develop programs and solutions that build organizational capabilities, guide workforce planning including identification of skill gaps, resources, and organizational design to maximize support of business objectives
- Conduct needs assessments to support shaping of talent development agenda. Develop, broker and/or deliver human resources programs, processes and training aligned to gaps
- Communicate changes in operational human resources policies and procedures within assigned business units; serve as a champion of interdepartmental communication
- Drive and oversee local compliance with law and regulations; may coordinate activities within a team or across countries
- Drive talent management processes to ensure that employees’ capabilities meet current and future standards
- Identify talent development needs within business and work with Talent Development team to ensure talent needs and employee development is aligned to functional and organizational objectives
- Foster an environment that leverages and builds in best practices for collaboration
Our take
Consumer demand for new and better home appliances continues to grow. SharkNinja serves this demand by designing and manufacturing innovative home goods and devices. Specifically, it has a growing line of solutions that consist of Shark cleaning and home care products and Ninja kitchen appliances.
SharkNinja has been in operation since 1994, which is testament to the quality and popularity of its products. Since its initial launch in Canada, the company has expanded into the US and the UK. In 2017 SharkNinja was bought by CDH Private Equity for over $1.5 Billion, further proof of its impressive market value. Perhaps more evidence is that it brings in annual revenues of around $4B.
SharkNinja’s main challenge is facing down big-name competitors such as home appliance giant Dyson. In fact, through innovative design, it seized the market-leading spot in traditional vacuums from Dyson and is only second to iRobot in sales of robotic models. A 2023 IPO saw an extra $296 million in funding added to SharkNinja's pot and was followed by product launches in new sectors such as air conditioning and food cooling, indicating that the company is still full of new product ideas.
Freddie
Company Specialist
Insights
Some candidates hear
back within 2 weeks
10% employee growth in 12 months
Company
Company benefits
- Employer paid group benefits including medical, dental, life insurance and more
- Competitive RRSP matching program
- 16 vacation days to start
- Paid sick days
- Paid volunteer and cultural days
- Employee & Family Assistance program
- An opportunity to accelerate your career with world class brands
- Continuous development and mentoring
- Opportunity to join various employee-based affinity groups
- Diverse, inclusive, and community-minded organization
- Wellness program offering free virtual fitness classes and a fitness reimbursement
- Employee product discounts
Company values
- Never be afraid to dream big
- Relentlessly innovate
- Obsess about customer satisfaction
- Build people up
- Seize opportunities - individually and collectively
Company HQ
Needham Heights, Needham, MA
Articles
Leadership
Mark Rosenzweig
(Founder)Founded SharkNinja in 1994. Has won three Red Dot Awards for product Design.
Salary benchmarks
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Diversity & Inclusion at SharkNinja
- At SharkNinja, Diversity, Equity, and Inclusion is vital to our global success. Valuing each unique voice and blending all of our diverse skills strengthens SharkNinja’s innovation every day. We support ALL associates in bringing their authentic selves to work, making an impact, and having the opportunity for career acceleration. With help from our leadership, associates, and our community, we aim to have equity be a key component of the SharkNinja DNA. Your role in Diversifying SharkNinja:
- As a corporate citizen, learn and support SharkNinja’s Diversity, Equity & Inclusion strategy
- Demonstrate a commitment to diversity, equity, and inclusion through continuous development, modeling inclusive behaviors, and proactively managing bias
- Explore SharkNinja’s DEI Groups or volunteer to serve on committees that organize diversity-related events and activities
- Participate in employee engagement surveys and respond as openly and honestly as possible
- Become culturally competent; take the time to learn about different cultures, races, religions, and backgrounds represented by your colleagues
- Ensure equitable experiences, strengthen inclusion acumen, and promote a culture of inclusivity and belonging that embraces the contributions of all team members
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