Global Human Resources Business Partner Director

Global HR Business Partner and primary HR advisor to senior functional leaders and/or direct reports to C-suite executives supporting complex global functions and organizations. Member of respective leadership teams. Active participant in the development of business and functional strategies and responsible for translating those strategies into integrated people, talent, workforce, and organizational solutions that support both short- and long-term business objectives.

Serves as a trusted advisor, organizational effectiveness consultant, and leadership coach to business leaders. Operates within a globally aligned HR partnering model, partnering closely with HR Centers of Excellence and HR Operations to ensure effective delivery of enterprise HR strategies, programs, and solutions. Recognized for being a subject matter expert in HR Partnering, exemplifying strong business acumen, sound judgment, agility, and the ability to navigate ambiguity and complexity.

Effectively synthesizes information, identifies risks and opportunities, and develops executive-ready recommendations that support business decisions and organizational performance. This is an individual contributor role that achieves results through influence, expertise, and strategic partnership.

Strategic Business Partnership Builds strong working relationships founded on trust, credibility, and respect with business and HR leaders.

Develops a deep understanding of business strategies and translates business priorities into long-term people strategies and workforce plans.

Partners with business leaders, HR Centers of Excellence, and HR leadership to develop and execute people strategies that enable business performance and sustainable growth.

Actively contributes to the development and execution of HR and business priorities.

Serves as a strategic advisor on organizational effectiveness, workforce planning, leadership capability, talent, and culture.

Organizational Effectiveness & Change Leadership Partners with leaders to identify opportunities to improve organizational effectiveness, team performance, workforce capability, and business outcomes. Supports organizational design, workforce planning, operating model effectiveness, and change management initiatives. Helps leaders navigate organizational complexity, ambiguity, and business transformation. Identifies risks and develops practical solutions to support business and organizational objectives.

Talent & Leadership Strategy Leads talent review, succession planning, leadership development, and workforce planning activities for assigned functions. Provides coaching and development support to leaders in alignment with business strategy and growth objectives. Supports the attraction, development, engagement, retention, and advancement of talent. Partners with leaders to identify capability gaps and develop plans to strengthen organizational and leadership effectiveness.

Enterprise HR Partnership Partners closely with HR Centers of Excellence to align enterprise HR strategies with business needs and priorities. Provides business insights that support the proactive development and delivery of HR programs, services, and solutions. Supports implementation and adoption of global HR processes, programs, and initiatives. Ensures alignment between business priorities and enterprise HR strategies and objectives.

Strategic Insights & Executive Decision Support Leverages workforce data, business insights, and organizational trends to inform decision making. Synthesizes complex information into concise executive summaries, business cases, and recommendations. Evaluates risks, impacts, and alternative solutions while exercising sound business judgment. Escalates issues with clear recommendations, implementation considerations, and business rationale. Demonstrates increasing agility, strategic thinking, and independent decision making in complex business environments.

Governance & Compliance Applies consistency and fairness in adherence to regulations, compliance requirements, company policies, procedures, and issue escalation protocols. Ensures people decisions support both business objectives and organizational standards. All other duties as needed or assigned.

• Bachelor's Degree in Human Resources, Business, Organizational Development, or related field.
• HR certification preferred (SHRM, SPHR, CIPD, or equivalent).
• 8+ years of HR or related experience.
• 3-5+ years of…