Director – Global HR Policy - Compliance & Enablement

Overview

When you join Hines, you will embark on a career journey fueled by vision and guided by leaders who set the standards of our industry. Our legacy is rooted in innovation and excellence, earning us a spot on Fast Company’s esteemed annual list of the World’s Most Innovative Companies, as well as recognition as one of U.S. News & World Report’s Best Companies to Work For in 2024. Discover endless opportunities to grow and make your mark at Hines.

Responsibilities

The Director, Global HR Policy, Compliance & Enablement leads the development and governance of clear, practical global HR policies and standards, and helps ensure they are implemented consistently across the firm while respecting local legal requirements and business needs. The role equips HR Business Partners (HRBPs) and HR teams with reliable processes, tools, guidance, and knowledge so they can support leaders and employees effectively. Working in partnership with regional and country HR leaders, Centers of Excellence (COEs), Legal, Compliance, and business stakeholders, the Director strengthens HR governance, reduces process friction, and improves the quality and consistency of HR support.  Responsibilities include but are not limited to:

Global HR policy and governance

• Develop, maintain, and govern a clear global HR policy framework, including standards, ownership, review cycles, approval pathways, and document controls.
• Partner with COEs and regional and country HR leaders to create policies and guidance that support firm-wide principles while allowing for local legal and operational requirements.
• Clarify policy roles, decision rights, and escalation paths; maintain a current inventory of policies, standards, and related guidance.
• Coordinate policy reviews and approvals with Legal, Compliance, and other subject matter experts, and ensure changes are communicated and implemented.

HR compliance and risk coordination

• Coordinate HR compliance governance by identifying policy and process obligations, assigning accountable owners, and monitoring review and action plans.
• Work with Legal, Compliance, and local HR to assess emerging requirements and translate them into practical HR guidance, controls, and process updates.
• Maintain appropriate documentation and evidence of policy approvals, exceptions, training, and compliance activities; escalate material gaps and risks through established channels.
• Support consistent handling of policy exceptions by defining intake, review, approval, documentation, and escalation procedures.

HRBP tools, processes, and resources

• Oversee the design and continuous improvement of core HR processes, playbooks, templates, decision guides, and other resources used by HRBPs and Local HR teams.
• Build practical, user-centered tools that help HRBPs advise business leaders, navigate common employee matters, and connect business needs with the right COE or specialist support.
• Partner with HR technology and process owners to define requirements, improve usability, and support effective use of HR systems and workflow tools.
• Promote a clear source of current HR policies, templates, and process guidance, with defined ownership, version control, and an accessible structure.

Enablement and change adoption

• Assess HRBP and stakeholder needs through feedback, usage data, and business input; prioritize improvements based on impact, risk, and ease of adoption.
• Develop and deliver communications, training, job aids, and learning sessions that help HR teams understand and apply policies, processes, and tools.
• Lead change planning for policy and process updates, including stakeholder engagement, implementation support, and post-launch follow-up.
• Build strong working relationships across global HR, COEs, Legal, Compliance, and business teams to encourage shared ownership and consistent execution.

Measurement and continuous improvement

• Establish measures for policy currency, process effectiveness, tool adoption, service quality, and compliance follow-through.
• Use feedback, issue trends, audit findings, and operational data to identify gaps, reduce unnecessary complexity, and recommend improvements.
• Provide leaders with clear updates on priorities, progress, risks, decisions needed, and outcomes.

Labor Relations and federal-contractor obligations

• Partner with Legal and HRBPs on labor relations matters, including union activity, collective bargaining, interpretation of collective bargaining agreements, grievances, and labor disputes.
• Develop consistent guidance and processes for managers and HR teams, and coordinate timely escalation, documentation, and responses in line with applicable laws, agreements, and local requirements.
• Coordinate HR processes that support applicable federal contractor and subcontractor obligations. In partnership with Legal, Compliance, Talent Acquisition, and HRBPs, assess coverage and support required programs, notices, job listings, recordkeeping, reporting, and audit readiness

Qualifications

Minimum Requirements include:

• Bachelor’s degree in Human Resources, Business, or a related field, or equivalent experience; advanced degree or relevant professional certification is a plus.
• Significant progressive experience in human resources, including policy, HR operations, compliance coordination, process governance, or HR transformation.
• Experience working across multiple countries or regions and translating global standards into workable local practices.
• Experience designing HR processes, tools, guidance, or knowledge resources for HRBPs and other HR stakeholders.
• Experience supporting labor relations and/or federal contractor compliance, with the ability to translate legal and regulatory requirements into practical HR processes in partnership with Legal.
• Strong project and change management skills, with a record of guiding cross-functional work from design through adoption.
• Excellent writing, facilitation, judgment, and stakeholder management skills; able to make complex requirements clear and actionable.
• Ability to analyze process and compliance information, identify patterns and risks, and recommend practical solutions.
• Comfort using HR technology, workflow tools, and data to improve HR service delivery; experience with knowledge management platforms is preferred.

Closing

At Hines, we believe the built world is ultimately about people. As one of the world’s largest privately held real assets firms, we bring nearly seven decades of investment, development, and management experience to work that shapes cities and communities around the world.

Our people make that possible. Across 29 countries, more than 4,600 colleagues bring different perspectives and expertise to Hines, with opportunities to take on meaningful responsibility, learn from leaders across the business, and build a career with room to evolve. We support that journey through professional development, competitive rewards, comprehensive benefits, and a culture grounded in trust and high standards.

Hines is proud to be named to Fast Company’s annual list of the World’s Most Innovative Companies for 2024.

We are an equal opportunity employer and support workforce diversity.

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