Director, HR Business Partner - IT and Finance

Purpose Statement

The Director, HR Business Partner for Finance and IT is the strategic HR partner to the Finance and IT leadership teams, including the CFO and CIO. The role shapes and executes an integrated people, talent and organizational performance strategy for both functions, making sure the right talent with the right capabilities is in the right place at the right time to deliver business results.

Working closely with Finance and IT steering teams, global leaders,  HR functional leaders and Enterprise Services, the Director turns business priorities into practical people plans. The role is a key enabler of Rich's transformation agenda, including the Operating Model, helping both functions build the capabilities, structures and leadership they need, with growing emphasis on digital, data and AI skills.

Key Accountabilities and Outcomes

Strategic Business Partnership

• Serve as a trusted advisor to the Finance and the IT leadership teams and their reports on all people matters, grounded in a deep understanding of corporate strategy and Finance and IT priorities.
• Develop people and talent strategies for Finance and IT and translate them into objectives and operating plans, identifying the HR resources needed to deliver them.
• Take part in Finance and IT leadership team forums, bringing people insights, data and recommendations into business decisions.
• Coach senior leaders and people managers on leadership, professional development, associate relations and change management.

Talent and Succession

• Lead talent review and succession planning for Finance and IT, making sure critical roles are identified and succession plans are in place and actively managed.
• Turn talent review results into actionable development and talent risk plans in partnership with senior leaders.
• Develop high-potential and top talent through assignments, experiences, training and coaching, including building future-ready capabilities in finance, technology, data and AI.
• Partner with Talent Acquisition on hiring strategy for critical and hard-to-fill roles, including technical and specialized finance and IT talent.

Organization Design, Workforce Planning and Transformation

• Lead strategic workforce planning for Finance and IT to keep people, processes and technology aligned, using gap analysis, role segmentation, scenario planning and organizational design.
• Facilitate and consult on organization design and redesign, including role scoping and job architecture alignment, so new structures deliver the intended business outcomes.
• Support the people and change side of enterprise transformation programs, including Operating Model implementation, making sure associates and leaders are supported through change.
• Partner with HR function to design and roll out organizational solutions that lift performance, such as governance, goal alignment, team effectiveness and continuous improvement.

Performance, Engagement, and HR Processes

• Champion the continuous improvement of key HR processes and programs, including Talent Review, Succession Planning, Performance Management, Compensation planning and Leadership Development.
• Use associate listening and engagement data to identify themes and drive action plans with Finance and IT leaders.
• Partner with Compensation on pay decisions, role leveling, promotions and position requests for Finance and IT.
• Work with Enterprise Services and Associate Relations to resolve complex associate issues consistently and in line with policy and employment law.

Knowledge, Skills, and Experience

• Bachelor's degree in human resources, organizational development, business or a related field; an advanced degree (MBA or Master's) is preferred.
• Ten years of progressive HR business partner, talent and organizational performance experience, including partnering with senior leaders in a global organization.
• Experience supporting Finance and/or IT functions is strongly preferred.
• Track record of supporting major change initiatives, transformation and growth, working up, down and across a global, networked organization.
• Strong business and financial acumen, with an understanding of how HR programs, processes, technology and data speed up business results.
• Balances qualitative and quantitative decision making; able to interpret data and use storytelling to share insights and actions.
• Interest in, and working knowledge of, how digital, data and AI capabilities are changing work, roles and skills.
• Proven skills in creative problem solving, facilitation, conflict management, negotiation and change management.
• Strong executive presence, with outstanding communication and presentation skills and the ability to influence peers, senior management and executive leaders.
• Builds trusted relationships quickly; a strong partner, collaborator and team player with a clear client focus.
• Comfortable with ambiguity; able to prioritize, manage several projects and deadlines, and work both independently and as part of a team in a fast-paced environment.
• Proficient in Microsoft Office and HR technologies.

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