Director, HR Business Partner

Archer; Atlanta (GA); On-site; USD 150,000 - 190,000; Full time

Job summary

Archer, in collaboration with Infor, is seeking a Director, Human Resources to serve as an AI-enabled strategic HR Business Partner to Executive C-level leaders within Infor’s global organization. You will translate strategy, workforce data, and organizational insights into practical people priorities, collaborating across Centers of Excellence and HR Operations.

You will lead workforce planning, organizational design, succession planning, and leadership development, using AI-enabled insights

Qualifications

• Experience in enterprise software, SaaS, cloud technology, or another technology-driven organization.
• Experience in Human Resources partnering with C-suite executives or senior functional leadership teams.
• Working knowledge of AI-enabled workplace tools, people analytics, digital HR platforms, or other emerging HR technologies.
• Experience helping organizations redesign roles, build future-facing skills, or manage workforce transitions.
• Experience operating in a complex, global, and matrixed organization.
• Experience in organizational design, workforce planning, talent management, succession planning, leadership coaching, and change management.
• Experience using AI across workforce data and business metrics to develop insights and influence decisions.
• Experience managing complex employee matters with discretion, sound judgment, and appropriate partnership with Employee Relations and Legal.
• Knowledge of applicable employment laws and HR practices.

Responsibilities

• Serve as a trusted advisor to senior executives and leadership teams, connecting business strategy with workforce, organization, leadership, and culture priorities.
• Develop an in-depth understanding of business performance, customer needs, operating models, market conditions, and capability requirements.
• Translate business objectives focused on an AI native strategy into an integrated people strategy with clear priorities, outcomes, ownership, and measures of success.
• Use AI-enabled tools, workforce analytics, and qualitative business insight to identify risks, opportunities, skill needs, organizational patterns, and emerging workforce trends.
• Develop workforce scenarios and recommendations that help leaders make informed decisions regarding organizational capacity, critical capabilities, talent deployment, and future skill requirements.
• Provide leaders with concise, decision-oriented insights rather than relying primarily on retrospective HR reporting.
• Lead workforce planning, talent reviews, succession planning, organizational health discussions, and leadership capability assessments.
• Partner with business leaders on organizational design, role clarity, spans and layers, decision rights, team effectiveness, and operating-model changes.
• Coach executives and senior leaders on leadership effectiveness, organization dynamics, performance, talent decisions, and change leadership.
• Apply AI-enabled insights to improve the quality and speed of talent, engagement, workforce, and organizational decisions while retaining appropriate human review.
• Help leaders redesign work by determining which activities should be automated, augmented by technology, centralized, simplified, or retained as high-value human work.
• Partner with employees and leaders to build responsible AI fluency, adaptability, and confidence as roles and ways of working evolve.
• Orchestrate support across Talent Acquisition, Total Rewards, Learning and Development, HR Operations, Employee Relations, Legal, Finance, and other partners to deliver cohesive business solutions

Skills

Strategic HR partner

Executive advisory

People analytics

Change management

Leadership coaching

Cross-functional collaboration

AI literacy

Tools

AI-enabled HR tools

Job description

Archer is collaborating with Infor to connect them with exceptional professionals for this role.
As a Director, Human Resources, you will serve as an AI-enabled strategic HR Business Partner to Executive C-level within Infor’s global organization. You will share responsibility for business outcomes by translating strategy, workforce data, and organizational insights into practical people priorities.
In this role, you will combine business acumen, trusted leadership relationships, and modern HR technology to anticipate workforce needs, strengthen organizational capability, and improve the employee and manager experience. You will use AI-enabled tools and people analytics to identify patterns, explore scenarios, accelerate decision-making, and enable more proactive HR support.
You will remain accountable for applying appropriate human oversight, protecting confidentiality, challenging assumptions, and ensuring that consequential people decisions are fair, thoughtful, and aligned with company values and applicable requirements.
You will work across HR Centers of Excellence, HR Operations, Talent Acquisition, Total Rewards, Learning and Development, and other enterprise partners to deliver integrated solutions. The successful candidate will be a pragmatic strategist, influential advisor, and catalyst for change who can move effectively between long-term organizational priorities and immediate business needs.

A Typical Day In The Life Includes

• Serve as a trusted advisor to senior executives and leadership teams, connecting business strategy with workforce, organization, leadership, and culture priorities.
• Develop an in-depth understanding of business performance, customer needs, operating models, market conditions, and capability requirements.
• Translate business objectives focused on an AI native strategy into an integrated people strategy with clear priorities, outcomes, ownership, and measures of success.
• Use AI-enabled tools, workforce analytics, and qualitative business insight to identify risks, opportunities, skill needs, organizational patterns, and emerging workforce trends.
• Develop workforce scenarios and recommendations that help leaders make informed decisions regarding organizational capacity, critical capabilities, talent deployment, and future skill requirements.
• Provide leaders with concise, decision-oriented insights rather than relying primarily on retrospective HR reporting.
• Lead workforce planning, talent reviews, succession planning, organizational health discussions, and leadership capability assessments.
• Partner with business leaders on organizational design, role clarity, spans and layers, decision rights, team effectiveness, and operating-model changes.
• Coach executives and senior leaders on leadership effectiveness, organization dynamics, performance, talent decisions, and change leadership.
• Apply AI-enabled insights to improve the quality and speed of talent, engagement, workforce, and organizational decisions while retaining appropriate human review.
• Help leaders redesign work by determining which activities should be automated, augmented by technology, centralized, simplified, or retained as high-value human work.
• Partner with employees and leaders to build responsible AI fluency, adaptability, and confidence as roles and ways of working evolve.
• Orchestrate support across Talent Acquisition, Total Rewards, Learning and Development, HR Operations, Employee Relations, Legal, Finance, and other partners to deliver cohesive business solutions
  

Basic Qualifications

• Experience in enterprise software, SaaS, cloud technology, or another technology-driven organization.
• Experience in Human Resources partnering with C-suite executives or senior functional leadership teams
• Working knowledge of AI-enabled workplace tools, people analytics, digital HR platforms, or other emerging HR technologies.
• Experience helping organizations redesign roles, build future-facing skills, or manage workforce transitions.
• Experience operating in a complex, global, and matrixed organization.
• Experience in organizational design, workforce planning, talent management, succession planning, leadership coaching, and change management.
• Experience using AI across workforce data and business metrics to develop insights and influence decisions.
• Experience managing complex employee matters with discretion, sound judgment, and appropriate partnership with Employee Relations and Legal.
• Knowledge of applicable employment laws and HR practices.