The Segment HR Director at Huntington is responsible for overseeing HR strategy, organizational structure, career development, workforce planning, and ensuring compliance with labor laws. This role includes driving the delivery of HR programs across the segment, building partnerships with business leaders, and interpreting data metrics for informed decision-making.

Candidates for the Segment HR Director position at Huntington should have a bachelor's degree and at least 10 years of HR leadership experience. Strong leadership capabilities and HR Business Partner experience, along with expertise in talent acquisition, employee relations, and organizational effectiveness, are critical. Preferred qualifications include a master's degree in HR or an MBA, and certifications like SPHR or SHRM-CP.

Huntington fosters a positive work environment for HR professionals by promoting a culture that prioritizes looking out for people, ensuring colleague retention, and offering flexible work arrangements. They focus on developing HR strategies that align with business needs while emphasizing the importance of strong interpersonal relationships among team members.

To be successful as a Segment HR Director at Huntington, strong business acumen is essential, along with interpersonal skills for building partnerships with leaders. Additionally, expertise in HR practices, a commitment to compliance, and an ability to leverage data to drive decisions are crucial for success in this role.

Huntington is committed to being an equal opportunity and affirmative action employer. They ensure equal employment opportunities for all applicants, regardless of race, color, religion, sex, national origin, age, or any other protected status. This commitment extends to the Segment HR Director position, emphasizing diversity and inclusion in the hiring process.

To answer this question, highlight your approach to understanding the business objectives first. Discuss how you analyze the workforce and HR metrics, collaborate with leadership, and adapt strategies to meet both current and future business needs.

When answering this, choose a specific program where you clearly outline the issue it addressed, the strategies you used for implementation, the challenges faced, and the positive results achieved. Use metrics or feedback to quantify success.

Discuss your conflict resolution approach, emphasizing listening, understanding different perspectives, and facilitating open communication to arrive at a mutually acceptable solution. Share a specific example where you successfully resolved a conflict.

Explain how you stay updated with current labor laws and regulations. Detail your procedures for reviewing HR policies, conducting training, and implementing best practices to maintain compliance across the board.

Focus on how you use metrics and KPIs to evaluate HR initiatives. Mention methods like employee surveys, retention rates, and comparison against business goals. Provide an example of how you adjusted an initiative based on your findings.

Discuss your familiarity with HR analytics tools and how you leverage data to drive decisions. Provide an example of a data-driven decision that positively impacted an HR strategy or initiative.

Explain your coaching style, emphasizing the importance of building relationships with managers. Provide specific examples of how you have guided managers in handling HR issues or implementing HR programs effectively.

Discuss your approach to workforce planning, including forecasting needs, assessing talent gaps, and collaborating with leaders to align workforce strategies with business objectives. Share a specific experience where your planning significantly benefited the organization.

Emphasize your strategies for attracting top talent, such as employer branding, leveraging social media, and creating a strong candidate experience. Provide an example of how you successfully filled a challenging position.

Share specific examples of innovative practices you've implemented, explain why they were necessary, and detail the outcomes. This could range from enhancing employee engagement to adopting new technologies in HR processes.