Sr Director, Human Resources Business Partner

Summary
Engage with the leadership teams of multiple departments to co-create organizational and people strategies that deliver business results. Provide strategic, trusted consultation and thought leadership to executive leaders and their teams to forecast, identify, develop and implement proactive business and talent solutions that align with enterprise people strategies. Areas of focus will evolve and currently include - talent strategy, DI strategy, organizational design and transitions, workforce strategy and planning, data and analytics and engagement strategies. All responsibilities include leveraging data and analytics to inform business consultation and talent solutions.
Primary Duties and Qualifications

• Partners with multiple departments' Business Leadership Teams to co-create organizational and people strategies that deliver business results.
• Provides strategic, trusted consultation enterprise and outside business perspectives, and thought-leadership to the EO/DH and their leadership teams to forecast, identify, develop and implement proactive business and talent solutions. Actively contributes to the leadership team and ensures solutions are aligned with enterprise people strategies (e.g., Employee Value Proposition, Leadership strategy, etc.)
• Serves as the quarterback to ensure effective execution of business and talent solutions with key partners across HR and the organization (e.g., business leaders, COEs; other HR business partners; communications, finance and technology partners, etc.)
• Proactively leverages data and analytics to inform business consultation and talent solutions. Applies data analysis skills and judgement to accurately interpret findings and to provide data insight-based approaches to the business.
• Navigates multiple systems and programs including analytic tools, talent management and other HR systems.
• Manages multiple priorities, stakeholders, and changing business landscapes, flexing work approach and style to support highest priorities across the organization and within HR.
• Engages and consults on escalated issues or issues impacting the department head (political impacts or precedent setting).
• Areas of focus will evolve but currently include Talent and DI strategy, organizational design and transitions, workforce strategy and planning, data and analytics, and engagement strategies.
• Continually develops skills to maximize value to the business and within the HR organization.

Qualifications

• 7- 10 years of human resources experience including a Bachelor's degree in HR or an equivalent combination of education and progressively responsible work experience.
• Significant experience as a business partner to top leadership teams.
• Demonstrated expertise in business and talent strategy, workforce planning, data and analytics, organizational design, and talent management.
• Engages in and models courageous and constructive dialogue; confidence to offer a new and potentially challenging idea to foster conversation and critical thinking; ability to deliver difficult / complex messages and help others understand multiple points of view.
• Demonstrated ability to anticipate and respond quickly and creatively to change and shifting, sometimes competing, priorities. Comfort operating through risk and uncertainty in a high- volume work environment.
• Demonstrated ability to co-create business and talent solutions and quarterback teams in the execution of solutions with business leaders that enable the achievement of business goals.
• Demonstrated strength in business acumen. Strong strategic perspective to leverage outside in perspectives (including HR thought-leadership) and to make internal connections for the business. Ability to forecast and proactively address business/people needs.
• Excellent consultative, interpersonal/influencing skills, including the ability to build trusted advisor relationships across the organization.
• Strong analytical, data and technology skills.

Skills-Proficiency Level:
Compensation Management - Intermediate
Diversity and Inclusion (D&I) - Advanced
Employee Communications - Expert
Engagement Strategies - Intermediate
Financial Management - Basic
Human Resource Information System (HRIS) - Intermediate
Labor Regulations - Basic
New Hire Onboarding - Intermediate
Organizational Design - Intermediate
Performance Management - Advanced
Succession Planning - Basic
Talent Acquisition - Intermediate
Talent Management - Advanced
Training Delivery - Advanced
Workforce Planning - Basic
Compensation Range:
Pay Range - Start:
$123,480.00
Pay Range - End:
$229,320.00
Geographic Specific Pay Structure:
220 - Structure 110: 135,800.00 USD - 252,200.00 USD 220 - 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.
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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.
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We're excited about the potential people bring to Northwestern Mutual. You can grow your career here while enjoying first-class perks, benefits, and our commitment to a culture of belonging.

• Flexible work schedules
• Concierge service
• Comprehensive benefits
• Employee resource groups