HRBP Director: Strategy, Leadership & Compliance

Cummins

Indianapolis (IN)

On-site

USD 180,000 - 300,000

Full time

12 days ago

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Job summary

Cummins Inc. in Indianapolis, Indiana, is seeking an HR Business Partner (HRBP) Director to serve as a strategic advisor and executive coach to senior leaders, translating business priorities into talent, organization, and culture strategies that drive sustainable performance.

This onsite role offers flexibility in Indianapolis with relocation assistance, requiring navigating a complex global matrix and mobilizing ONE HR to deliver integrated talent solutions that strengthen culture and business

Qualifications

Demonstrated HR Business Partner or senior HR leadership experience within a large, complex, matrixed organization.
Proven experience advising and coaching C-suite or senior executive leaders, navigating sensitive and ambiguous situations, influencing business, organization, and talent decisions.
Deep experience translating business strategy into workforce planning, succession, leadership development, organization design, change management, culture, and talent strategies, supported by data and people analytics.
College/university degree in Human Resources, Business or related field preferred.
Significant level of HR consulting experience including budgetary and annual operating planning.
SHRM or HRCI certifications preferred.

Responsibilities

Partner with senior business leaders to translate business strategy into an integrated people and talent agenda, anticipating workforce needs, talent risks, capability gaps, and organizational opportunities.
Build strategic workforce plans that connect talent, skills, succession, organizational structure, and leadership capability to both immediate priorities and longer-term business objectives.
Serve as a trusted advisor and executive coach, bringing perspective, constructive challenge, and sound judgment to complex leadership, talent, organizational, and business decisions.
Lead organization effectiveness, organization design, and change initiatives that improve how the business operates while strengthening leadership effectiveness, employee experience, and culture.
Mobilize the broader HR organization as ONE HR team, connecting the right expertise and resources to business priorities while establishing clear ownership, outcomes, and accountability.
Leverage employee listening, people analytics, business insights, and external perspectives to identify emerging issues, shape interventions, measure impact, and continuously strengthen engagement and organizational performance.