People Strategy Partner

Golden Technology; Cincinnati (OH); On-site; USD 120,000 - 180,000; Full time

Job summary

Golden Technology is seeking an experienced Manager, People Strategy Partner to serve as a strategic advisor to executive leadership, supporting a large business unit.

The role focuses on aligning business objectives with people strategies, driving organizational effectiveness, leadership development, and enterprise-wide transformation initiatives. The ideal candidate partners across HR COEs to build future-ready teams and influence critical leadership decisions.

Qualifications

• 10+ years of progressive Human Resources experience with increasing scope.
• 5+ years advising senior executives on talent strategy and organizational effectiveness.
• 3+ years leading complex organizational transformations.

Responsibilities

• Act as trusted strategic advisor to senior executives, aligning people strategies with business goals.
• Guide leadership on organizational effectiveness, talent decisions, and workforce risks.
• Influence business decisions by identifying people-related opportunities and risks.
• Drive talent reviews, succession planning, and leadership development with HR COEs.
• Lead change management during restructures, operating model changes, and integrations.

Skills

Executive advisory

HR strategy

Workforce analytics

Organizational design

Change management

Education

Bachelor's degree in HR or related field

Master's degree in HR/Organizational Development

SHRM-SCP or SPHR

Job description

We are seeking an experienced Manager, People Strategy Partner to serve as a strategic advisor to executive leadership, supporting a business unit or function of approximately 1,000–3,000 employees.

This individual will play a critical role in aligning business objectives with people strategies, driving organizational effectiveness, developing leadership capabilities, and supporting enterprise-wide transformation initiatives.

The ideal candidate brings a strong combination of business acumen, HR expertise, executive-level consulting experience, and the ability to navigate complex organizational challenges. This role requires a strategic thinker who can influence senior leaders, leverage workforce analytics, and partner across HR Centers of Excellence (COEs) to build high-performing, future-ready teams.

Key Responsibilities:

• Executive Partnership & Strategic Advisory
• Serve as a trusted strategic advisor to senior executives, aligning people strategies with business priorities and organizational goals.
• Provide guidance, coaching, and constructive challenges to executive leaders on organizational effectiveness, talent decisions, and workforce risks.
• Influence key business decisions by identifying people-related opportunities, challenges, and enterprise-wide implications.
• Partner with business leadership and HR Centers of Excellence to drive talent reviews, succession planning, and leadership development initiatives.
• Identify critical roles, assess talent gaps, and develop strategies to strengthen leadership pipelines.
• Promote internal mobility, employee development, and leadership accountability.
• Workforce Planning & Organizational Design
• Develop strategic workforce plans to support evolving business needs and future talent requirements.
• Evaluate workforce capabilities and recommend build, buy, or borrow talent strategies.
• Assess organizational structures, operating models, spans of control, and reporting layers to improve business performance.
• Monitor emerging workforce trends, technology advancements, and AI-driven changes to inform future workforce investments.
• Change Management & Business Transformation
• Lead and support complex organizational transformations, including restructuring, operating model changes, and business integrations.
• Partner with executive sponsors to assess organizational readiness, identify risks, and implement effective change management strategies.
• Drive leadership alignment, employee engagement, and adoption of new processes and organizational structures.
• Navigate ambiguity and provide strategic direction during periods of significant change.
• Workforce Analytics & Business Insights
• Analyze workforce metrics, talent trends, employee engagement, retention, compensation, and organizational performance.
• Translate data into actionable recommendations that support business outcomes.
• Measure and communicate the effectiveness of HR initiatives and workforce investments.
• Leverage data-driven insights to identify workforce risks and opportunities for improvement.
• Cross-Functional Collaboration
• Collaborate with HR Centers of Excellence and business stakeholders to design and implement integrated people solutions.
• Ensure HR programs and initiatives address business needs while supporting broader organizational objectives.
• Provide executive-level guidance on sensitive, high-impact workforce and organizational matters.

Required Qualifications:

• 10+ years of progressive Human Resources experience, with increasing responsibility and organizational scope.
• 5+ years of experience advising senior executives on talent strategy, organizational effectiveness, workforce planning, or change management.
• 3+ years of experience leading complex organizational transformations, including organizational redesign, operating model changes, or enterprise integrations.
• Demonstrated ability to influence and advise executive leadership in a large, complex organization.
• Strong understanding of strategic workforce planning, succession management, organizational design, and talent development.
• Experience using HR analytics and business data to guide strategic decision-making.
• Proven ability to lead cross-functional initiatives and navigate complex organizational environments.
• Exceptional communication, relationship-building, consulting, and executive presentation skills.
• Preferred Qualifications
• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field.
• Master's degree in Human Resources, Organizational Development, Business Administration, or a related discipline.
• Experience supporting large business units or functions with 1,000–3,000 employees.
• Experience with AI-enabled workforce transformation, organizational restructuring, and strategic talent planning.
• Professional HR certification, such as SHRM-SCP or SPHR.
• Ideal Candidate Profile
• The successful candidate is a seasoned HR leader who operates as a true business partner rather than a traditional HR generalist. They bring a strategic, consultative approach to solving complex workforce challenges and have a demonstrated ability to build credibility with executive stakeholders.
• They are comfortable challenging conventional thinking, influencing enterprise-level decisions, and translating business strategies into actionable people initiatives that deliver measurable results.