HR Business Partner Senior Director

About the Job

Partners with Executive Leadership Team (ELT) member and Vice Presidents in the development of organizational/HR strategies to deliver business results related to long term, strategic and high-priority HR topics. Serves as subject matter expert and advisor to ELT member and department Vice Presidents. Works collaboratively across the HR department to ensure all aspects of HR are delivered effectively to the business. Provides leadership and direction as member of the HR Leadership Team for the business area/function directly aligned to.

What You'll Do

• Align priorities and work for the ELT member and/or function

• Oversee/coordinate the strategic HR work for the ELT member.
• Bring the business/department issues to the HR Department.
• Lead complex programs across the organization.

• Lead and guide large-scale organizational transformation efforts, helping leaders navigate complex change while minimizing disruption and maintaining employee engagement and business performance.

• Partner with executive leaders to develop and execute change management strategies that build organizational readiness, drive adoption, and sustain desired business outcomes.

• Serve as a trusted advisor during periods of significant growth or transformation by ensuring effective communication and change leadership throughout the organization.

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

• Strategic consultation to ELT 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 COE's and the rest of the HR organization.
• Serve as a trusted advisor to the Department Leadership Team on leadership transitions, mentoring, team effectiveness, performance management and succession planning.
• Partner with HR Solutions in the day-to-day HR support and effective delivery of HR programs and processes. Ensure business leaders engage HR Solutions into work for the function/department.

• Engage and consult on escalated issues or issues impacting the department head. Areas of leadership will include: talent acquisition strategy, belonging initiatives, organizational design, talent review and talent management, workforce planning, engagement and 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.
• Masters 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:

1. Org Design Adeptly executes the skill and guides others with strong competency. Applies skills in complex situations and makes recommendations for improvement. Guides or advises others in skills and looks ahead and anticipates requirements. Recognized for having strength in this skill.

2. Change Management - Acts as an advocate for change as well as identifying gaps/issues that should be addressed to deliver optimal client/field experiences. Leads change management, when driving technology or process improvements, applying relevant change acceleration, risk mitigation, and stakeholder management methodologies and best practices.

3. Leading through transformation Serves as a role model, coaches others on skill progression, and identifies external market skill trends. Deep expertise in tools, processes, and methods related to the skill. Recognized as a Subject Matter Expert and considered an internal/external thought leader. Models mastery, coaches, and develops others on the skill.

4. Workforce planning Identifies current and future HR needs to achieve organizational goals. Links HR management with the organizational strategic plan by analyzing the organization's objectives, understanding current talent pool, and forecasting future talent needs. Aligns organization structure, people, and resources to strategic objectives considering impacts on people, processes, and technology.

5. Enterprise Versatility and Learning Agility  Quickly builds expertise in unfamiliar areas and applies strong business acumen, pattern recognition, and critical thinking across complex talent and organizational challenges. Demonstrates enterprise-level versatility and contributes effectively across diverse business contexts. 

6. Systems Thinking and Enterprise Influence  Brings a systems-oriented, business-first mindset, connecting issues across organizational boundaries and navigating ambiguity. Influences stakeholders to deliver outcomes that create enterprise value beyond the immediate HRBP portfolio.

#LI-Hybrid

Compensation Range:

Pay Range - Start:

$144,000.00

Pay Range - End:

$216,000.00

Geographic Specific Pay Structure:

Structure 110:

$158,400.00 USD - $237,600.00 USD

Structure 115:

$165,600.00 USD - $248,400.00 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.

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Northwestern Mutual is an equal opportunity employer that welcomes talented individuals of all backgrounds. 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.