Director Of Talent Business Partnering, Product And Global Operations

In short

The Director of Talent Business Partnering is a strategic Talent (HR) leadership role responsible for driving talent management and workforce planning strategies in alignment with business objectives. This position partners with senior leadership across the Product and Global Operations Organization to develop and implement innovative talent strategies that foster organizational growth, enhance employee engagement, and ensure the company has the right talent to meet its strategic goals. The Director will lead a team of Talent Business Partners and work cross-functionally to drive high-impact HR initiatives that enhance organizational performance and build a high-performing culture.

Your Mission

Strategic Talent Partnership:

• Act as a trusted advisor to senior leadership and business unit heads on all aspects of talent management, workforce planning, and organizational development.
• Partner with business leaders to understand their objectives, challenges, and talent needs, providing insights and guidance on building the right talent strategies.
• Drive the alignment of Talent initiatives (e.g., performance management, leadership development, succession planning, workforce planning) with the company’s strategic goals.

Talent Acquisition & Workforce Planning:

• Lead efforts to forecast talent needs based on business objectives and work with the talent acquisition team to develop strategies for sourcing, attracting, and retaining top talent.
• Collaborate with leadership to identify critical roles and implement strategies for building talent pipelines, including internal development, external recruitment, and succession planning.

Talent Development & Leadership Succession:

• Champion the development of employees to build a robust leadership pipeline and ensure organizational readiness for future growth.
• Partner with Talent COEs & business leaders to create and implement personalized career development plans for high-potential employees.
• Lead succession planning efforts to identify and develop future leaders within the organization, ensuring business continuity and long-term success.

Employee Engagement & Organizational Effectiveness:

• Drive employee engagement initiatives in partnership with business leaders, ensuring that the organization’s culture and employee experience align with company values and business objectives.
• Lead initiatives to enhance employee performance, productivity, and satisfaction, ensuring alignment with organizational goals.
• Leverage data-driven insights, including employee surveys, feedback, and performance metrics, to identify areas for improvement and guide organizational effectiveness strategies.

Change Management & Organizational Transformation:

• Lead and support business leaders through organizational changes
• Develop and execute change management strategies that ensure smooth transitions and minimize disruption to the business.
• Act as a resource for managers and employees, providing guidance and support during periods of transformation and change.

Team Leadership & Development:

• Lead a team of Talent Business Partners, providing guidance, coaching, and development opportunities to ensure the team is high-performing and aligned with business needs.
• Foster a collaborative, results-driven environment within the Talent Business Partnering team.
• Promote continuous learning and improvement within the team, ensuring they are equipped with the latest HR trends, tools, and best practices to support the business.

Performance Management & Retention Strategies:

• Partner with business leaders to design and implement performance management strategies that foster a high-performance culture and ensure alignment with business goals.
• Provide insights and recommendations on improving employee retention, identifying key drivers of turnover, and implementing strategies to enhance employee satisfaction and loyalty.

Data-Driven Decision Making & Reporting:

• Use Talent analytics, employee data, and market insights to drive decision-making and measure the effectiveness of talent management initiatives.
• Provide regular updates and reporting to the executive team on talent-related metrics, such as retention rates, leadership pipeline strength, engagement scores, and development progress.

Cross-Functional Collaboration:

• Collaborate with other Talent teams, including compensation & benefits, learning & development, to ensure talent strategies are cohesive and integrated across the organization.
• Build strong relationships across functions to drive cross-functional alignment on talent needs and organizational priorities.

Your story

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field. A Master’s degree in Human Resources, Business, or a related field is preferred. Relevant certifications (e.g., SHRM-SCP, SPHR) are a plus.
• Minimum of 10+ years of experience in HR or talent management roles, with at least 5 years in a leadership or senior management position.
• Proven experience partnering with senior leaders to develop and implement talent strategies that support business goals and drive organizational success.
• Strong track record in talent management, workforce planning, succession planning, leadership development, and change management.
• Experience managing and developing a team of Talent Business Partners.
• Strong business acumen, with the ability to understand organizational priorities and align HR initiatives with business goals.
• Expertise in talent management, organizational development, and workforce planning best practices.
• Exceptional interpersonal and communication skills, with the ability to influence and build strong relationships with senior leaders and employees.
• Data-driven approach to decision-making, with proficiency in HR analytics and the ability to use insights to drive action.
• Proven ability to lead and develop high-performing teams, fostering collaboration and innovation.
• Strong project management skills and the ability to lead complex HR initiatives across multiple functions and departments.

What to expect

We want to set everyone up for success, so here’s the lowdown on how we hire. Our process is a two-way street – bringing you into our culture, while helping us learn how you think.

Our full process can last about eight weeks from application to offer, because we care about getting it right. These steps explain how we usually do things.

Before you get started, feel free to consider if you want to work with us. Strange question? Well, we give people a lot of space to navigate their day-to-day and that style isn't for everyone. We want you to be passionate about what you do and be sure this is the right fit. Because when skills and passion combine – it creates that 'Wow' moment.

• Step One

  It starts with you...

  You'll start by submitting your application to a specific role. We try to keep this step as simple as possible. We do get a lot of applications, but we review them all. We ask that you allow around 14 days for us to come back to you with a response. If you are a good fit to the role, someone will follow up with you within that window. If you didn't receive a reply, or were unsuccessful this time around, we encourage you to look for other possible matches at On.

• Step Two

  Interview with a recruiter

  What ignites your spirit? This is where we’ll start getting to know all about you and what makes you tick – and it’s your first chance to get a feel for our culture. Chatting with a member of our talent team, you’ll learn more about On and how we work. We’ll learn about what motivates you and what you could bring to the team.

• Step Three

  Interview with a hiring manager

  Ready to dig into the details? This second interview will be held with your future manager and will focus on the specifics of the job. Together you’ll delve into your unique skills and experiences and how they could be relevant at On. It's also a time to assess how you might feel working side-by-side. Bring any questions you have about the job, the team or anything else you might like to know – this is an open forum.

• Step Four

  The Case Study

  What's your style? This task will help us understand how you think, face a challenge and give insight into your novel ideas. Designed to give everyone their best shot, your case study is based on something you might typically experience on the job. This is your chance to show us what you’ve got. So express yourself. Be you.

• Step Five

  The Experience Day

  Your first taste of the Oniverse. This is a time to meet some of the people you'll be working closest with. In person or virtually, you'll get a feel for the day-to-day at On and the people who make it happen. You'll chat with a few potential teammates - the conversations will be as equally driven by the role and your experience as by our values. We believe how you do things is just as important as what you do.

• Step Six

  The Result

  Are we a good fit? We’ll get together internally to share our feedback and decide if we’re a match. We know that job searching is a big time investment, so it’s not a decision we take lightly. It’s also time for you to reflect on the experience – are we the right place for you? No matter the outcome, we’ll give you meaningful feedback.

Step One:

It starts with you...

You'll start by submitting your application to a specific role.

We try to keep this step as simple as possible. We do get a lot of applications, but we review them all. We ask that you allow around 14 days for us to come back to you with a response. If you are a good fit to the role, someone will follow up with you within that window. If you didn't receive a reply, or were unsuccessful this time around, we encourage you to look for other possible matches at On.