Key AccountabilitiesShape Divisional People StrategyPartner with senior leaders to set divisional people priorities aligned to business outcomes, culture, and workforce strategyParticipate in strategic decision-making and ensure people implications (talent, structure, capability, risk) are embedded in business plansConsult on executive compensation and market positioning by interpreting market data and internal equity dynamics, in partnership with Total RewardsSupport the design and implementation of special incentive programs aligned to divisional goalsCo-create scalable people programs with COEs to ensure enterprise alignment while meeting divisional needsProvide Advanced Consulting & CoachingChallenge and develop senior leader thinking; elevate leadership maturity, decision quality, and accountabilityFacilitate complex leadership and team dynamics, including role clarity, decision rights, and operating normsDiagnose complex organizational issues using enterprise frameworks (org health, performance patterns, engagement drivers, operating model misalignment)Influence leaders through data-driven insights, clear narrative framing, and practical pathways to actionLead Organizational Effectiveness & Workforce PlanningDesign and lead large-scale reorganizations, workforce planning, and operating model improvementsImprove cross-functional ways of working and support enterprise initiatives at the division levelPartner deeply with IDEA and L&D to embed capability-building and inclusion into operating rhythmsAdvise on High Risk ER & Organizational ImpactAdvise senior leaders on high-risk employee relations matters and potential litigation exposure in partnership with Employee Relations and LegalAssess organizational and cultural impact of ER decisions and leader actionsIdentify systemic risk patterns and recommend preventive interventions to reduce future exposureDrive Integrated Talent, Change & AnalyticsLead strategic change initiatives across multiple divisions; develop change strategies, coach senior leaders, and drive adoptionShape divisional talent strategy to ensure bench strength for Director and VP roles and meaningful succession depthLead talent calibration discussions with a strong point of view; align development actions to business and capability needsLeverage workforce and engagement analytics to inform strategic decisions related to capacity, skills, retention risk, and performanceTranslate analytics into insights that shape decisions, priorities, and trade-offs - not just reporting trendsRequired QualificationsBachelor's degree in a related field or an equivalent combination of education and experience10+ years of progressive HR experience, including strategic HRBP rolesStrong background in organizational design, change management, and enterprise transformationPreferred QualificationsPHR, SPHR, or Master's DegreeSkills and AbilitiesExperience operating effectively in a fast-paced, accountable, and growth-oriented environmentDemonstrated success designing and executing integrated people strategies that align organization, capabilities, and culture to drive business outcomesProven ability to influence, prioritize, and sequence enterprise HR initiatives, including partnering with Centers of Excellence (COEs) to align solutions with business readiness, change capacity, and timingTrack record of translating COE programs into practical, business-aligned execution plans, ensuring adoption and measurable impactStrong enterprise mindset with the ability to balance competing priorities and drive alignment across HR and business leadersDemonstrated success influencing senior leaders, combining strategic insight, data, and people expertise to drive outcomesProven ability to strengthen leadership teams through coaching, counsel, and leadership development support for senior executivesThis position is an Office role, which requires an employee to work onsite, on average, 3 days per week. Position OverviewThe Director-Level HR Business Partner provides strategic partnership to senior leaders (SVPs and VPs) across 1-3 divisions, addressing high-complexity organizational, talent, and workforce challenges.