Director, People and Culture

** Job Description

Summary:

**** Director, People and Culture
** The Director, People & Culture Partner serves as the people strategist primarily for the Global Procurement and Corporate Finance & Strategy teams. The role translates functional strategy into a forward-looking people agenda, and is accountable for shaping and driving talent, leadership, performance, capability and culture outcomes. Working closely with leaders, the role holds end-to-end accountability for the P&C agenda within its portfolio, mobilizing the right expertise across OU HR teams, COEs and People Services to deliver business impact.

Additionally, this role will work collaboratively across the Corporate Functions People & Culture team on key people initiatives and may partner with other Corporate Functions to advance shared people and business priorities.
** Key Responsibilities
**** Talent & Succession Management
*** Lead and facilitate succession planning for assigned business areas and build pipelines for critical and hard-to-fill talent segments in partnership with Talent teams and business leaders.
* Facilitate talent reviews and leadership assessments, bringing direct insight on performance, potential, readiness and leadership behaviours to strengthen talent decisions.
* Identify talent and succession risks, define mitigation actions, and provide ongoing feedback to Talent teams on successor readiness, development progress, retention risks and emerging talent needs, especially movement of high potential and successor talent.
* Help leaders translate development priorities into meaningful experiences through stretch assignments, expanded scope, projects, mobility and work design.
** Functional Capability Building
*** Partner with function capability teams to deploy the functional capability strategy.
* Shape capability-building priorities aligned to enterprise, OU and function plans, bringing business context and insight on capability gaps.
* Partner with learning and talent teams on targeted interventions where necessary.
* Monitor progress against capability roadmaps and provide proactive feedback for adoption and embedding.
* Build and operationalize routines that track impact of capability initiatives (incl. Retrospectives)
** Organization Effectiveness
*** Diagnose organizational challenges impacting performance, including structure, roles, interfaces, decision rights, spans, layers and ways of working.
* Shape and support organization design and workforce planning activities.
* Drive simplification and productivity by identifying organizational friction, removing unnecessary complexity and improving role clarity and decision making.
* Bring a forward-looking workforce perspective across capability, productivity, location and future skill requirements.
** AI & Workforce Transformation
*** Partner with leaders and Digital, AI and functional technology teams to identify opportunities to leverage AI and automation.
* Support workforce transition and reskilling by assessing the impact of technology adoption and preparing leaders for evolving human–machine operating models.
* Bring insight on how technology is reshaping roles, skills, behaviors and work, helping leaders redesign work so AI and automation create capacity for higher-value activity.
* Provide feedback on adoption barriers, employee experience and emerging workforce needs.
** Leadership Partnership
*** Serve as trusted advisor to VP and Director-level leaders.
* Coach leaders on talent, organization, leadership effectiveness and succession.
* Mobilize the broader P&C network to deliver integrated solutions and outcomes.
* Use data, business insight and organizational judgment to challenge assumptions and support clear choices and trade-offs.
* Focus leadership…