Associate Director, Human Resources

Gartner•Stamford, CT

7h•$108,000 - $148,000•Hybrid

About The Position

The Associate Director, HR partners with the VP, HR to support Gartner's Insights and Product Analytics (IPA) organization. This role helps develop and execute the people strategy through strategic partnership with business leadership across workforce planning, organizational design, talent management, succession planning, change management, and leadership development. As a trusted advisor to leaders and key partner to the VP, HR, the Associate Director works closely with IPA leadership and HR Centers of Excellence to ensure the organization has the talent, structure, and leadership capabilities required to achieve its strategic objectives. The role balances strategic consulting with hands-on execution to drive business performance, leadership effectiveness, and organizational growth.

Requirements

Bachelor’s degree preferred
8-10 years of progressive HR Business Partner, Organizational Effectiveness, or related HR experience, strong business acumen plus 2-3 years management experience.
Experience supporting complex, global organizations through periods of transformation and growth.
Proven HR Generalist skills including employee relations, employment law, employee engagement, succession planning, comp, performance management, workforce planning, recruitment, and training and development.
Strong analytical and data-driven decision-making capabilities to deliver HR programs and strategies that effectively address business issues.
Track record of achieving results that contribute significantly to the business.
Proven ability to influence without authority and navigate matrixed organizations.
Excellent communication and interpersonal skills, problem-solving and decision-making skills, and ability to handle sensitive situations/documentation.

Nice To Haves

Strategic HR professional with strong organizational effectiveness and talent management expertise.
Trusted advisor who can influence leaders and build credibility across senior stakeholder groups.
Strong analytical thinker who uses data and insights to inform talent and organizational decisions.
Effective change agent who can support leaders through periods of transformation.
Collaborative partner who works effectively across HR Centers of Excellence, recruiting, compensation, and business leadership.
Capable of balancing strategic consulting with operational execution in a fast-paced and evolving environment.

Responsibilities

Partner with the VP, HR and IPA leadership team to translate business priorities into talent and organizational strategies.
Advise leaders on organizational effectiveness, workforce planning, team design, role clarity, and organizational effectiveness.
Support organizational design and transformation initiatives that improve scale, effectiveness, and performance.
Lead and support talent review, succession planning, and leadership development processes across the business.
Identify critical talent and capability gaps, accelerate development of high-potential talent, and implement retention strategies for key roles and specialized skill sets.
Partner with leaders to build diverse succession pipelines and strengthen overall bench strength.
Serve as a trusted advisor to leadership team.
Coach leaders on performance management, leadership effectiveness, employee engagement, and talent decisions.
Develop and execute change management plans that support adoption, business continuity, and associate experience.
Provide guidance and address associate concerns and employee relations matters with sound judgment and business partnership.
Conduct investigations and recommend solutions that balance business objectives, associate experience, and organizational risk.
Partner with Legal and HR Centers of Excellence on sensitive or complex matters while ensuring compliance with applicable employment laws and company policies.
Partner with business leaders and Talent Acquisition to attract, retain, and develop talent in highly competitive markets and specialty skill areas.
Support annual compensation planning and reward processes.
Partner with leaders and Compensation to ensure pay decisions align with performance, market competitiveness, talent retention priorities, and business objectives.