Strategic HR Business Partner-Executive Director

In this senior HR leadership role, you will drive disciplined execution of workforce strategy and organizational effectiveness for a large business unit. You'll partner with senior leaders to translate strategy into measurable talent outcomes, establish a clear operating rhythm, and enhance leader ownership of people decisions. You will enable strategy, planning, and execution across annual plans, strategic initiatives, and colleague experience. This is an opportunity to shape enterprise HR delivery at scale and impact business performance.

• bonus plan
• competitive benefits package

• Translate business priorities into workforce actions and measurable outcomes
• Lead the adoption and disciplined use of enterprise HR products and talent systems
• Build leader capability and accountability for succession, planning, and performance
• Establish and sustain a disciplined talent operating rhythm with clear ownership and follow-through
• Use data and analytics to diagnose root causes and improve execution quality
• Coach senior leaders to own talent decisions and drive organizational health
• Drive change programs and ensure sustainable adoption across functions and geographies
• Coordinate HRBP resources and ensure alignment with enterprise standards
• Strengthen workforce planning to align with evolving business demand
• Provide leadership in transformation and change initiatives

• Strong business acumen with understanding of operational and financial drivers
• Experience translating strategy into execution through workforce planning and talent systems
• Proven ability to influence, coach, and challenge senior leaders
• Experience improving execution discipline, performance management, and/or organizational effectiveness
• Familiarity with enterprise talent systems and HR operating models
• Experience connecting workforce and talent priorities to measurable outcomes
• Structured problem solving, execution management, and organizational leadership skills

• collaboration
• influence at executive level
• data-driven decision making
• enterprise HR products and talent systems
• HR operating models
• workforce analytics and data interpretation