Global HR Business Partner

• Act as the strategic HR Business Partner to CCO leadership, advising on people priorities that enable DLL’s commercial strategy, customer-centricity and market-led execution.

• Partner with CCO leaders to translate commercial priorities into workforce plans, organization design choices, leadership actions and sustainable people initiatives.

• Enable leaders to navigate transformation with clarity and care, including role changes, reporting line changes, capability shifts, change communications and member engagement.

• Act as a trusted sparring partner on leadership effectiveness, talent management, succession planning, performance management, employee relations, organizational health and engagement.

• Work closely with Market HR leaders and HR Centers of Expertise to ensure CCO people priorities are connected across global and market levels and delivered through practical, scalable HR solutions.

• Use people insights, workforce data and business context to advise leaders on workforce risks, capability gaps, succession needs and change readiness across the commercial domain.

• Contribute to a high-performance, inclusive and accountable CCO culture where leaders simplify complexity, collaborate across domains and focus on customer, partner and commercial outcomes.

• Bachelor’s or Master’s degree in Human Resources, Business Administration, Organizational Psychology or a related field.
• Significant experience as an HR Business Partner in a complex, international or matrixed organization, preferably supporting commercial, sales, strategy or transformation functions.
• Strong understanding of organizational design, workforce planning, leadership development, talent management, performance management and change management.
• Ability to connect commercial strategy, operating model choices and people priorities, translating business needs into clear HR actions and interventions.
• Strong stakeholder management and influencing skills, with the ability to advise senior leaders and align global, market and HR stakeholders around shared outcomes.
• Comfortable working with ambiguity, competing priorities and sensitive organizational topics while maintaining discretion, structure and pace.
• Strong analytical mindset and ability to use people data, business insights and organizational signals to support fact-based decision making.
• Collaborative, inclusive and enterprise-oriented leadership style, with cultural sensitivity and the ability to work effectively across countries and functions.