In short

The Director of Talent Business Partnering is a strategic Talent (HR) leadership role responsible for driving talent management and workforce planning strategies in alignment with business objectives. This position partners with senior leadership across the Product and Global Operations Organization to develop and implement innovative talent strategies that foster organizational growth, enhance employee engagement, and ensure the company has the right talent to meet its strategic goals. The Director will lead a team of Talent Business Partners and work cross-functionally to drive high-impact HR initiatives that enhance organizational performance and build a high-performing culture.

Your Mission

Strategic Talent Partnership:

• Act as a trusted advisor to senior leadership and business unit heads on all aspects of talent management, workforce planning, and organizational development.
• Partner with business leaders to understand their objectives, challenges, and talent needs, providing insights and guidance on building the right talent strategies.
• Drive the alignment of Talent initiatives (e.g., performance management, leadership development, succession planning, workforce planning) with the company’s strategic goals.

Talent Acquisition & Workforce Planning:

• Lead efforts to forecast talent needs based on business objectives and work with the talent acquisition team to develop strategies for sourcing, attracting, and retaining top talent.
• Collaborate with leadership to identify critical roles and implement strategies for building talent pipelines, including internal development, external recruitment, and succession planning.

Talent Development & Leadership Succession:

• Champion the development of employees to build a robust leadership pipeline and ensure organizational readiness for future growth.
• Partner with Talent COEs & business leaders to create and implement personalized career development plans for high-potential employees.
• Lead succession planning efforts to identify and develop future leaders within the organization, ensuring business continuity and long-term success.

Employee Engagement & Organizational Effectiveness:

• Drive employee engagement initiatives in partnership with business leaders, ensuring that the organization’s culture and employee experience align with company values and business objectives.
• Lead initiatives to enhance employee performance, productivity, and satisfaction, ensuring alignment with organizational goals.
• Leverage data-driven insights, including employee surveys, feedback, and performance metrics, to identify areas for improvement and guide organizational effectiveness strategies.

Change Management & Organizational Transformation:

• Lead and support business leaders through organizational changes
• Develop and execute change management strategies that ensure smooth transitions and minimize disruption to the business.
• Act as a resource for managers and employees, providing guidance and support during periods of transformation and change.

Team Leadership & Development:

• Lead a team of Talent Business Partners, providing guidance, coaching, and development opportunities to ensure the team is high-performing and aligned with business needs.
• Foster a collaborative, results-driven environment within the Talent Business Partnering team.
• Promote continuous learning and improvement within the team, ensuring they are equipped with the latest HR trends, tools, and best practices to support the business.

Performance Management & Retention Strategies:

• Partner with business leaders to design and implement performance management strategies that foster a high-performance culture and ensure alignment with business goals.
• Provide insights and recommendations on improving employee retention, identifying key drivers of turnover, and implementing strategies to enhance employee satisfaction and loyalty.

Data-Driven Decision Making & Reporting:

• Use Talent analytics, employee data, and market insights to drive decision-making and measure the effectiveness of talent management initiatives.
• Provide regular updates and reporting to the executive team on talent-related metrics, such as retention rates, leadership pipeline strength, engagement scores, and development progress.

Cross-Functional Collaboration:

• Collaborate with other Talent teams, including compensation & benefits, learning & development, to ensure talent strategies are cohesive and integrated across the organization.
• Build strong relationships across functions to drive cross-functional alignment on talent needs and organizational priorities.