We are seeking an experienced and strategic Senior Director, Human Resources Business Partner to serve as a trusted advisor to senior executives and business leaders. This individual will be responsible for driving people strategies that enable business growth, organizational effectiveness, leadership capability, workforce transformation, and a high-performance culture across a complex and dynamic environment.
The successful candidate will bring deep HR business partnering expertise, strong commercial acumen, executive presence, and a proven ability to influence business decisions through people-focused solutions.
Key Responsibilities
Strategic Partnership
- Act as a trusted advisor and partner to senior leadership teams on business and people strategies.
- Align workforce and organizational strategies with short- and long-term business objectives.
- Influence key business decisions through organizational insights, workforce analytics, and talent recommendations.
- Provide strategic guidance on organizational health, capability gaps, and succession risks.
Leadership & Talent Strategy
- Lead talent management, succession planning, and leadership development initiatives.
- Partner with leaders to build strong talent pipelines and strengthen organizational capability.
- Drive high-potential talent identification, development, and retention strategies.
- Coach senior leaders on leadership effectiveness, team performance, and organizational impact.
Organizational Effectiveness & Transformation
- Lead organization design, restructuring, and change management initiatives.
- Support business transformation efforts by ensuring organizational readiness and effective stakeholder engagement.
- Develop strategies to improve employee engagement, productivity, and organizational performance.
- Champion a culture of accountability, inclusion, collaboration, and continuous improvement.
Employee & Labor Relations
- Provide strategic direction on complex employee relations matters.
- Partner with business leaders to manage organizational risks while ensuring fair and consistent people decisions.
- Support workforce initiatives involving performance management, workforce optimization, and organizational change.
Workforce Planning & People Analytics
- Drive workforce planning strategies to support future business growth.
- Leverage data and insights to identify trends, risks, and opportunities impacting business performance.
- Develop action plans to address talent gaps, capability needs, and workforce challenges.
HR Governance & Cross-Functional Collaboration
- Partner closely with Talent Acquisition, Total Rewards, Learning & Development, and other HR functions to deliver integrated people solutions.
- Ensure consistent application of HR programs, policies, and best practices.
- Drive adoption of enterprise-wide HR initiatives, systems, and processes.
Qualifications
- Bachelor's Degree in Human Resources, Business Administration, Psychology, or related discipline.
- Master's Degree or MBA preferred.
- 15+ years of progressive HR experience, including significant experience supporting senior executives and business leaders.
- Demonstrated success as an HR Business Partner in a large, complex, and matrixed organization.
- Strong background in organizational design, talent management, succession planning, change management, employee relations, and leadership coaching.
- Experience partnering with business leaders to drive transformation, growth, and organizational effectiveness.
- Strong commercial, financial, and business acumen.
- Proven ability to influence and challenge senior stakeholders constructively.
Leadership Competencies
- Strategic and enterprise mindset
- Executive presence and influencing skills
- Strong stakeholder management capabilities
- Organizational transformation leadership
- Talent and succession expertise
- Business and financial acumen
- Data-driven decision making
- Resilience, agility, and adaptability
- Collaboration across global and regional teams
Preferred Profile
- Experience supporting large business units and executive leadership teams.
- Proven track record driving organizational transformation and culture change.
- Strong exposure to workforce planning, leadership succession, and complex employee relations environments.
- Ability to operate effectively in a fast-paced, evolving, and highly matrixed organization.
