Director, HR - HR Business Partner & Transformation

NielsenIQ is advancing a multi-year HR transformation to build a simpler, stronger, more scalable and AI-enabled HR function. The Director, HR - Business Partner & Transformation is responsible for helping HR leaders manage current priorities while building future capabilities and structures necessary for effective HR delivery.

Responsibilities:

• Create the cadence, visibility, and follow-through needed to move HR transformation work from discussion to decision to action
• Maintain an integrated view of HR priorities and initiatives, and help sequence and manage the work so the function can move with focus, balance, and follow-through
• Help translate HR’s future-state ambition into sequenced work, capability shifts, workflow changes, and adoption plans that prepare the function to operate in more scalable, digital, and AI-enabled ways
• Translate priorities into practical plans with clear milestones, risks, dependencies, adoption needs, and measurable outcomes
• Facilitate tradeoff discussions when priorities compete, capacity is constrained, timing decisions are required, or work needs to evolve
• Partner with HR leaders to connect transformation work across COEs, Market HR, Employee Experience, HR Operations, and HRBPs so priorities, dependencies, and adoption needs are aligned across the function
• Identify friction, duplication, or delay in cross-HR ways of working, surface what is getting in the way, remove barriers, and act quickly to keep transformation moving
• Build a future-ready HR operating model by clarifying expectations, routines, workflows, service handoffs, and ways of working, and by redesigning workflows to reduce duplication, simplify delivery, and improve consistency across the function
• Embed the HR capability profile into development, progression, talent discussions, and hiring expectations so HR teams build the skills needed for the next phase of transformation
• Cultivate a product mindset by helping HR teams design for users and the enterprise, make deliberate tradeoffs, iterate based on feedback, and measure success through outcomes, not activity
• Support AI readiness and digital ways of working by clarifying how tools, skills, roles, handoffs, workflows, and service expectations evolve as technology becomes embedded in HR delivery
• Build practical tools, shared resources, knowledge assets, adoption routines, and feedback loops that help HR teams work more consistently and adapt as needs, tools, and expectations evolve
• Align structures, roles, talent, and ways of working to HR’s priorities and future operating model
• Support decisions on workforce planning, role clarity, team and leadership effectiveness, and the capabilities HR needs to build over time
• Use HR data to identify talent, performance, engagement, and workforce risks or opportunities, and to inform people and team decisions
• Support HR talent reviews, succession, development planning, performance differentiation, retention, and movement of top talent across HR

Requirements:

• 8+ years of progressive experience across HR business partnering, HR transformation, organization effectiveness, HR strategy, service delivery, capability building, or related roles
• Meaningful HR business partnering experience, advising senior leaders on talent strategy, development, team effectiveness, and the capabilities needed for the future
• Proven ability to move complex work from strategy to execution through clear priorities, strong follow-through, and measurable outcomes
• Experience leading transformation in a matrixed environment, including clarifying ownership, surfacing tradeoffs, building alignment, and driving adoption without direct authority
• Strong product mindset, with the ability to design for users and the enterprise, make deliberate tradeoffs, iterate based on feedback, and measure success through outcomes, not activity
• Working knowledge of AI-enabled ways of working, digital workflows, knowledge management, HR technology, or employee experience platforms, with the ability to translate technology-enabled change into practical implications for HR roles, capabilities, workflows, and adoption
• Strong analytical and financial acumen, with the ability to use HR metrics to understand what is working, identify gaps, assess tradeoffs, and connect HR decisions to business value
• Excellent communication, facilitation, presentation, and executive storytelling skills, with the ability to make complex organization, talent, transformation, and technology topics practical and clear
• Adaptability, resilience, and execution discipline, with the ability to learn quickly, absorb feedback, adjust course, track progress, remove blockers, and act quickly to keep work moving