Sr Director, HR Business Partner

on.

• Partner with Business Leadership Teams in the development of org/HR strategies to deliver business results to the departments of org designs, talent management, DI, and leadership development.

• Strategic consultation to the EO/DH and their leadership teams on the people side of the business.

• Ensure alignment between the corporate HR strategy and the business strategy to build their employee capabilities to meet business objectives.

• Provide two-way feedback on business needs to the COEs and the rest of the HR organization.

• Trusted Business Advisor to Department Leadership Team, Transition Planning, Mentoring, Team Building, Performance Management approach, Succession Planning, etc.

• Partner with HR Consultants in the day-to-day HR support and effective delivery of HR programs and processes. Ensure business leaders engage HR Consultants into work for the function/department.

• Engage and consult on escalated issues or issues impacting the department head (political impacts or precedent setting). Areas of leadership will include: talent acquisition strategy, diversity and inclusion initiatives, organizational design, talent Review and talent management, workforce planning, engagement initiatives (Gallup etc.), change management.

• Serve as a liaison to corporate HR and for HR initiatives and represents the business perspective on HR design or policy discussions.

What You'll Bring to the Role:

• 10 years of human resources experience, including a Bachelor's degree in HR or an equivalent combination of education and progressively responsible work experience.

• Master's Degree preferred.

• Experience in workforce planning, change management, organizational design, talent management, performance management and strategic and operational planning.

• Strong business acumen and ability to contribute to the business strategy.

• Demonstrated ability to collaborate with business leaders to develop, implement and sustain HR programs that enable the achievement of business goals.

• Excellent consultative, interpersonal/influencing skills, including the ability to build rapport, coach and influence at all levels of the organization.

• Strong problem solving, facilitation and analytical skills.

Skills You Have:

Compensation Management - Basic
Diversity and Inclusion (D&I) - Expert
Employee Communications - Expert
Engagement Strategies - Advanced
Financial Management - Intermediate
Human Resource Information System (HRIS) - Intermediate
Labor Regulations - Basic
New Hire Onboarding - Intermediate
Organizational Design - Advanced
Performance Management - Advanced
Succession Planning - Intermediate
Talent Acquisition - Intermediate
Talent Management - Advanced
Training Delivery - Advanced
Workforce Planning - Intermediate

#LI-Hybrid

Compensation Range:

Pay Range - Start:
$123,480.00

Pay Range - End:
$229,320.00

Geographic Specific Pay Structure:

Structure 110:
$135,800.00 USD - $252,200.00 USD

Structure 115:

$142,030.00 USD - $263,770.00 USD

We believe in fairness and transparency. It's why we share the salary range for most of our roles. However, final salaries are based on a number of factors, including the skills and experience of the candidate; the current market; location of the candidate; and other factors uncovered in the hiring process. The standard pay structure is listed but if you're living in California, New York City or other eligible location, geographic specific pay structures, compensation and benefits could be applicable, click here to learn more.

Grow your career with a best-in-class company that puts our clients' interests at the center of all we do. Get started now!

Northwestern Mutual is an equal opportunity employer who welcomes and encourages diversity in the workforce. We are committed to creating and maintaining an environment in which each employee can contribute creative ideas, seek challenges, assume leadership and continue to focus on meeting and exceeding business and personal objectives.