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Team Overview
The Global Operations Human Resources team partners with business leaders to translate enterprise strategy into the organizational, talent and workforce actions needed to strengthen performance across a complex global operating environment. This role reports to the Head of Human Resources for Global Operations and works closely with regional HR business partners, Centers of Excellence (COEs) and enterprise partners to deliver consistent, scalable people solutions.
This is a hybrid position and involves regular performance of job responsibilities virtually as well as in-person at an assigned TU office location for a minimum of two days a week.
Role Overview and Core Responsibilities
The Director, Global HR Business Partner, Operations & Transformation serves as a strategic advisor to senior Global Operations leaders. The role leads complex change, organizational design and workforce initiatives across a global, matrixed organization while balancing enterprise consistency with regional and functional needs.
Lead change management for complex business and operating-model transformations, translating strategy into practical adoption plans, stakeholder alignment, communications, leadership actions and measurable outcomes.
Lead organizational design and effectiveness work, including operating-model assessment, organization structure, role clarity, spans and layers, decision rights, capability needs and implementation planning.
Partner with senior Global Operations leaders to understand business strategy, operating priorities and workforce implications, then develop multi-year people strategies that enable execution.
Operate effectively across a highly matrixed global organization, working through regional HR partners, COEs and cross-functional stakeholders to align priorities and deliver outcomes without relying solely on direct authority.
Diagnose organizational , leadership and talent challenges using business context, workforce insights and data; convert findings into clear recommendations and executable plans.
Coach and advise senior leaders and leadership teams on transformation, leadership effectiveness, succession, talent movement, performance and complex employee-relations matters.
Lead strategic HR initiatives such as workforce planning, talent management, future-of-work programs, investment cases, mergers and acquisitions, diligence and integration.
Coordinate global HR program rollouts, ensuring solutions are adapted appropriately across regions while maintaining enterprise standards and intent.
Shape scalable HR solutions by acting as a feedback loop to Talent Management, Total Rewards, Talent Acquisition, People Services, Employee Relations and other COEs.
Support annual people processes, including workforce planning, hiring strategy, talent and performance reviews, succession planning, merit, promotion and incentive planning.
Required Knowledge and Experiences
Strong, demonstrated change management experience leading complex transformations from strategy through adoption in a global organization. Experience should include stakeholder alignment, change-impact assessment, communications, leader enablement and measurement of adoption.
Deep organizational design and effectiveness experience , including operating models, structure, spans and layers, decision rights, role clarity and implementation.
Demonstrated success working in highly matrixed organizations and influencing senior leaders, regional teams, COEs and cross-functional partners without direct authority.
Meaningful global experience supporting leaders, teams or transformation initiatives across multiple regions, countries or cultures.
At least 8 years of progressive HR experience, including substantial HR business partner experience supporting senior leaders in a large, complex organization.
Track record of developing and executing people strategies that…