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Role Purpose
The GLD Strategic Business Partner (SBP) serves as a trusted advisor to senior business leaders, HRBPs, and leadership teams within a designated business area. This role sits at the intersection of business strategy and leadership development, diagnosing capability gaps, crafting development priorities, and ensuring Global Leadership Development’s work is directly aligned to what the business needs to win.
The SBP develops a deep understanding of the business and translates that insight into clear leadership development priorities. They partner closely with the Portfolio Lead and the broader GLD team to ensure the right experiences are delivered to the right leaders at the right moments.
Key Responsibilities
Strategic Consulting & Business Partnership
Serve as the primary leadership development advisor to senior leaders and HRBP's operating as a trusted, embedded partner and integral member of the HR team.
Diagnose leadership capability gaps through a deep understanding of the business area’s strategy, performance challenges, talent profile, and people agenda.
Translate business needs into clear, prioritized development requirements, crafting the ask before solutions are developed.
Influence and inform succession planning, talent reviews, organizational efficiency, and mentor culture as a credible thought partner.
Represent the voice of the business back into Global Leadership Development, ensuring the Learning Architect, Portfolio Lead, and Learning Impact Strategist are designing and measuring against the right outcomes.
Leadership Development Delivery: Selective and Strategic
Facilitate high-stakes leadership experiences where the facilitator relationship is part of the intervention, including Lead Team conversations, transition support, and team efficiency sessions.
Partner with the Portfolio Lead on the delivery of nomination-based and transition programs
Operate selectively, employing external partners and vendors where appropriate, and reserving SBP involvement for moments where internal presence is irreplaceable.
Contribute to GLD design and implementation efforts, ensuring new programs, tools, and platforms reflect the day-to-day realities of the leaders they support.
Insight Generation & Business Intelligence
Provide regular insights to HR and business leaders on leadership pipeline health, readiness, and capability gaps.
Use leadership assessments, including 360s, psychometrics, and readiness tools, to inform individual and cohort development plans.
Surface patterns and themes from the business area to inform Global Leadership Development portfolio decisions, design priorities, and measurement focus.
Collaborator Engagement & Ecosystem Navigation
Build and maintain relationships with global and regional HR teams, the Inclusion Office, and external development partners.
Champion leadership development and coaching as drivers of culture, performance, and business outcomes.
Collaborate across Global Leadership Development, partnering with the Portfolio Lead on program delivery, the Learning Architect on content needs, and the Learning Impact Strategist on measurement priorities.
Innovation & Continuous Evolution
Stay current on leadership development trends, digital learning, and AI-enabled development approaches, including the practical application of generative AI in…