Director, People Partnering

Overview

Job Description

Responsibilities

• - Partner with our Global team: Act as the trusted advisor to GSS leaders (managers up to VPs) on anything involving their people: how their teams are structured, who they need, who is at risk, and what is not working.
• - Lead org design and workforce planning for global functions as we scale: structure, role definition, levels, sizing and sequencing, in partnership with function leads, Finance and Talent Acquisition.
• - Own talent and succession for the population: who is ready for more, who is a flight risk, and where the single points of failure sit.
• - Partner on performance and compensation decisions for global staff, including calibration, promotion cases and band placement.
• - Coach senior leaders, on their own leadership as much as on their teams.
• - Lead people-side change for global functions: restructures, leadership transitions, and the team-level fallout of both.
• - Act as the People representative for global staff, holding employment decisions within our framework in the way HR Managers do in their countries.
• - Coach global managers through behavior and performance conversations, rather than taking those conversations from them.
• - Build how we handle behavior and underperformance: Define what these categories actually are and communicate them across the organization, so that a concern can be routed rather than defaulting into a disciplinary process.
• - Audit how each country handles cases end to end, and write one global standard per category covering intake, escalation, who is responsible at each stage, and documentation.
• - Build from what already works and flex only where local law genuinely requires it.
• - Build the employment decision framework with Legal, including a delegated authority matrix setting out who decides what and when, and the escalation route when a case falls outside it.
• - Design and deliver enablement for the three groups who have to use all of this: managers, HR Managers, and staff.
• - Work with our central investigations function to stand up a single record of outcomes, so that patterns and inconsistencies become visible.
• - Within your first 90 days, recommend who should support behavior and underperformance cases in each country, and what that requires.
• - Hold consistency across the organization: Coach HR Managers through cases in their countries, and act as the technical escalation point when they need one.
• - Provide the People input at triage on which category a concern belongs in.
• - Watch outcomes as they accumulate, and raise it when something looks inconsistent: comparable facts resolving differently, one country diverging, or a pattern clustering around a team or a manager.

Required Skills

• - 7+ years of HR business partner experience with executive and senior leaders, including coaching leaders who were strong in their domain but needed to grow as people leaders, and holding a position when it was unpopular.
• - Demonstrated experience building employee relations standards, policy or frameworks from scratch or close to it, and getting them adopted across multiple countries or business units.
• - A mix of high-growth commercial or tech experience and international or mission-driven experience.
• - Experience holding or closely advising on disciplinary and capability decisions, including dismissals, in more than one jurisdiction, with the judgment to know when to bring in counsel.
• - A track record of influencing without formal authority in a matrixed organization.
• - Judgment and steadiness. You can hold a position with a senior leader, be wrong in public when you are, and stay trusted either way.

Benefits

• - Base Salary: $134,400
• - Bonus at Target Performance: 15% (~$20,160, with potential for upside)
• - Estimated Total Compensation at Target: $154,560+
• - Annual Benefits Stipend: $21,393