Job Description
We are seeking an experienced Manager, People Strategy Partner to serve as a strategic advisor to executive leadership, supporting a business unit or function of approximately 1,000–3,000 employees.
This individual will play a critical role in aligning business objectives with people strategies, driving organizational effectiveness, developing leadership capabilities, and supporting enterprise-wide transformation initiatives.
The ideal candidate brings a strong combination of business acumen, HR expertise, executive-level consulting experience, and the ability to navigate complex organizational challenges. This role requires a strategic thinker who can influence senior leaders, leverage workforce analytics, and partner across HR Centers of Excellence (COEs) to build high-performing, future-ready teams.
Key Responsibilities
Executive Partnership & Strategic Advisory
- Serve as a trusted strategic advisor to senior executives, aligning people strategies with business priorities and organizational goals.
- Provide guidance, coaching, and constructive challenges to executive leaders on organizational effectiveness, talent decisions, and workforce risks.
- Influence key business decisions by identifying people-related opportunities, challenges, and enterprise-wide implications.
Talent Management & Leadership Development
- Partner with business leadership and HR Centers of Excellence to drive talent reviews, succession planning, and leadership development initiatives.
- Identify critical roles, assess talent gaps, and develop strategies to strengthen leadership pipelines.
- Promote internal mobility, employee development, and leadership accountability.
Workforce Planning & Organizational Design
- Develop strategic workforce plans to support evolving business needs and future talent requirements.
- Evaluate workforce capabilities and recommend build, buy, or borrow talent strategies.
- Assess organizational structures, operating models, spans of control, and reporting layers to improve business performance.
- Monitor emerging workforce trends, technology advancements, and AI-driven changes to inform future workforce investments.
Change Management & Business Transformation
- Lead and support complex organizational transformations, including restructuring, operating model changes, and business integrations.
- Partner with executive sponsors to assess organizational readiness, identify risks, and implement effective change management strategies.
- Drive leadership alignment, employee engagement, and adoption of new processes and organizational structures.
- Navigate ambiguity and provide strategic direction during periods of significant change.
Workforce Analytics & Business Insights
- Analyze workforce metrics, talent trends, employee engagement, retention, compensation, and organizational performance.
- Translate data into actionable recommendations that support business outcomes.
- Measure and communicate the effectiveness of HR initiatives and workforce investments.
- Leverage data-driven insights to identify workforce risks and opportunities for improvement.
Cross-Functional Collaboration
- Collaborate with HR Centers of Excellence and business stakeholders to design and implement integrated people solutions.
- Ensure HR programs and initiatives address business needs while supporting broader organizational objectives.
- Provide executive-level guidance on sensitive, high-impact workforce and organizational matters.
Required Qualifications
- 10+ years of progressive Human Resources experience, with increasing responsibility and organizational scope.
- 5+ years of experience advising senior executives on talent strategy, organizational effectiveness, workforce planning, or change management.
- 3+ years of experience leading complex organizational transformations, including organizational redesign, operating model changes, or enterprise integrations.
- Demonstrated ability to influence and advise executive leadership in a large, complex organization.
- Strong understanding of strategic workforce planning, succession management, organizational design, and talent development.
- Experience using HR analytics and business data to guide strategic decision-making.
- Proven ability to lead cross-functional initiatives and navigate complex organizational environments.
- Exceptional communication, relationship-building, consulting, and executive presentation skills.
Preferred Qualifications
- Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field.
- Master's degree in Human Resources, Organizational Development, Business Administration, or a related discipline.
- Experience supporting large business units or functions with 1,000–3,000 employees.
- Experience with AI-enabled workforce transformation, organizational restructuring, and strategic talent planning.
- Professional HR certification, such as SHRM-SCP or SPHR.
Ideal Candidate Profile
The successful candidate is a seasoned HR leader who operates as a true business partner rather than a traditional HR generalist. They bring a strategic, consultative approach to solving complex workforce challenges and have a demonstrated ability to build credibility with executive stakeholders.
They are comfortable challenging conventional thinking, influencing enterprise-level decisions, and translating business strategies into actionable people initiatives that deliver measurable results.
Key Responsibilities
- Serve as a trusted strategic advisor to executive leadership, aligning people strategies with business objectives across an organization of 1,000–3,000 employees.
- Partner with senior leaders to identify organizational challenges, workforce risks, and opportunities to improve business performance.
- Lead strategic talent management initiatives, including succession planning, leadership development, talent reviews, critical-role planning, and internal mobility.
- Develop and execute workforce strategies that address current business needs, future talent requirements, and evolving workforce capabilities.
- Assess organizational structures, operating models, spans of control, and team effectiveness to recommend and implement improvements.
- Lead complex organizational transformation initiatives, including restructuring, business integrations, operating model changes, and enterprise-wide change management.
- Advise and coach executive leaders on organizational effectiveness, leadership accountability, employee engagement, and talent-related decisions.
- Collaborate with HR Centers of Excellence (COEs) to develop and implement integrated solutions supporting organizational priorities.
- Leverage workforce analytics, employee engagement data, retention trends, and talent metrics to provide actionable recommendations and measure business impact.
- Evaluate emerging workforce trends, technology advancements, and AI-driven changes to support long-term workforce planning and organizational readiness.
- Drive change adoption by aligning executive stakeholders, assessing organizational readiness, mitigating risks, and developing effective communication and implementation strategies.
- Influence high-impact business decisions by providing strategic HR expertise, cross-functional insights, and recommendations that balance business objectives with workforce needs.
- Support a high-performance culture by strengthening leadership capabilities, improving organizational effectiveness, and promoting employee engagement and retention.