Senior HR Strategy Partner - Remote, Global Leader

UKG

Montpelier (VT)

Remote

USD 130,000 - 186,000

Full time

2 days ago

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Job summary

UKG is seeking a Principal HR Business Partner to serve as a strategic advisor to Executive and Senior Leadership teams across a large global organization. You will align business objectives with talent and workforce strategies to accelerate performance and organizational effectiveness.

In this senior individual contributor role, you will influence decisions at the highest levels, partnering with leaders across geographies and functions to drive scalable people solutions, organizational design,

Qualifications

12+ years of progressive Human Resources experience.
5+ years supporting executive and senior leadership populations.
Experience supporting global organizations across multiple regions.
Demonstrated success leading organizational design, workforce planning, talent management, and transformation initiatives.
Experience influencing executive-level business decisions through strategic people recommendations.

Responsibilities

Serve as a trusted advisor to Executive Leaders and Senior Leadership teams on business and people-related matters.
Translate business strategies into scalable talent, workforce, and organizational plans.
Anticipate organizational needs and recommend proactive people solutions that drive business outcomes.
Participate in business planning discussions and provide strategic insights on workforce implications.
Lead organizational design and workforce planning initiatives that support business growth and transformation.
Assess organizational capabilities and recommend structural improvements to enhance effectiveness.
Partner with leaders on change management efforts and organizational transformations.
Evaluate spans and layers, decision-making effectiveness, and operating model efficiencies.
Drive talent planning, succession management, and leadership development activities.
Partner with executives to identify critical talent risks and development opportunities.
Facilitate talent reviews and organizational talent discussions.
Support the development of diverse leadership pipelines and succession plans.
Partner with leaders to strengthen engagement and organizational culture.
Analyze employee feedback, engagement data, and workforce trends to identify opportunities for improvement.
Support leaders in creating high-performing, accountable, and inclusive teams.
Act as a steward of company values and leadership expectations.
Coach leaders on performance management practices and employee development.
Drive a culture of accountability and continuous feedback.
Support calibration processes and talent differentiation discussions.
Provide guidance on complex employee matters and performance-related decisions.
Lead people-related aspects of business transformations, restructuring initiatives, acquisitions, integrations, and workforce changes.
Develop and execute change management strategies that support successful adoption and business continuity.
Partner with Communications and leadership teams to ensure effective messaging and stakeholder engagement.
Leverage people data and workforce analytics to inform decision-making.
Identify trends, risks, and opportunities related to attrition, engagement, productivity, and organizational health.
Present meaningful insights and recommendations to executive leadership.
Partner closely with HR Centers of Excellence, People Operations, Talent Acquisition, Total Rewards, Employee Relations, and Learning teams.
Ensure consistent execution of global programs while balancing regional business needs.