Associate Director, HR Innovation and Operations

Gartner•Irving, TX

14h•Hybrid

About The Position

The Associate Director, HR Innovation & Operations is a critical leadership role within BTI, responsible for driving strategic initiatives, operational excellence, and execution across the talent ecosystem. This role works closely with the Group Vice President and the BTI Leadership Team, playing a central part in shaping BTI talent priorities. Partner with HRPs and other critical resources operationalizing and delivering BTI’s talent priorities. This leader will work in close partnership with HR Partners (HRPs), COEs, and cross-functional stakeholders to strengthen organizational capability, evolve talent processes, and enable effective planning and decision-making. The ideal candidate combines strategic thinking, exceptional business judgment, a strong bias for execution and detail orientation / project management.

Requirements

12+ years of experience in strategy, operations, HR Partner, or related fields.
Demonstrated success in leading large-scale programs or initiatives.
Experience working with senior leaders and driving alignment across a complex organization.
Unstructured problem solver – able to work in the grey with limited context, while identifying sustainable solutions to solve complex business issues
Strong project management skills with the ability to manage multiple time-sensitive priorities simultaneously.
Proactive self-starter – able to take initiative to solve problems while knowing when to ask questions and leverage others; always thinking one step ahead.
Excellent communication, storytelling, and influencing capabilities.
Quick and avid learner – able to quickly process and synthesize information; curious and willing to roll up your sleeves and dive into unknown
Innovative – no limits mindset, creative and innovative solutions; constantly thinking about ways to improve current processes
Is a lifelong learner and eager to pitch in and constantly develop new skills

Responsibilities

Partner with the BTI Leadership Team to define, refine, and operationalize BTI’s long-term strategic roadmap for talent. For 2026, this includes partnership across hiring great talent initiatives, onboarding initiatives, culture of performance work and special projects throughout the year.
Translate strategy into actionable plans, structured programs, and measurable outcomes.
Partner with GVP on preparation for and delivery of key meetings including HRP Monthly Meetings and Leadership Meetings.
Partnership on key deliverables for HRLT discussions, BTI Ops Meetings, etc.
Prioritize key topics to drive clarity from senior most leaders during 1:1 meetings or other forums.
Drive rigorous project management and organization across multiple projects.
Analyze/synthesize quantitative and qualitative data into compelling “executive level” presentations
Build trusted relationships with HRPs and COEs to drive consistent application of talent processes across all businesses.
Successfully identify, plan, manage and drive improvement for recurring people processes (ratings calibrations, compensation, talent reviews, HRP enablement, etc.)
Ensure effective coordination, collaboration and partnership with COEs, capturing the voice of the business and HRPs for deliverables
Lead by example with operational best practices focused on scale and automation – continuously challenging the status quo and taking action to reduce manual & redundant efforts
Leverage and be the subject matter expert on HRP technology offerings (PIP Dashboard, Workday, Visier, Qualtrics) while empowering technology adoption to HRPs
Organize, guide and drive critical talent projects & initiatives through robust project planning (establish objectives, timelines / setback schedules, critical deliverables and milestones, communications, etc.)
Provide strategic guidance, input and partnership in the planning and scoping of a project or initiative with key stakeholders
Consistently bring the enterprise lens, connecting the dots across each project and initiative where things may overlap and/or become interdependent
Continuously seek opportunities to enhance current processes and practices while maintaining a customer service mindset
Be proactive with contributions and take initiative to drive impact, acting with urgency and keeping pace
Obsess over quality with strong attention to detail and accuracy
Serve as a connective tissue role, enabling alignment, communication, and coordination across HR and business stakeholders.