Director, HR Transformation and Enablement
About The Position
NIQ is advancing a multi-year HR transformation to build a simpler, stronger, more scalable and AI-enabled HR function. The Director, HR Transformation and Enablement helps HR leaders manage today’s priorities while building the capabilities, structures, digital ways of working, and ways of working needed for the future. Partnering closely with the CHRO and HR Leadership Team, this role strengthens how HR is organized, staffed, developed, and enabled. It supports decisions on organization effectiveness, workforce planning, role clarity, talent, capability building, and execution of HR’s transformation agenda. This role sits at the intersection of HR business partnering and transformation: helping HR leaders make practical organization and talent decisions today while enabling the function to adopt new capabilities, product-oriented ways of working, AI-enabled practices, and scalable delivery models for the future. The successful candidate brings strong HR business partnering experience, transformation leadership, analytical judgment, AI fluency, and a product mindset. This is a hands-on builder role for an HR leader who understands both strategic HR priorities and the practical realities of delivering HR work in a complex, fast-changing environment.
Requirements
- 8+ years of progressive experience across HR business partnering, HR transformation, organization effectiveness, HR strategy, service delivery, capability building, or related roles.
- Meaningful HR business partnering experience, advising senior leaders on talent strategy, development, team effectiveness, and the capabilities needed for the future.
- Proven ability to move complex work from strategy to execution through clear priorities, strong follow-through, and measurable outcomes.
- Experience leading transformation in a matrixed environment, including clarifying ownership, surfacing tradeoffs, building alignment, and driving adoption without direct authority.
- Strong product mindset, with the ability to design for users and the enterprise, make deliberate tradeoffs, iterate based on feedback, and measure success through outcomes, not activity.
- Working knowledge of AI-enabled ways of working, digital workflows, knowledge management, HR technology, or employee experience platforms, with the ability to translate technology-enabled change into practical implications for HR roles, capabilities, workflows, and adoption.
- Strong analytical and financial acumen, with the ability to use HR metrics to understand what is working, identify gaps, assess tradeoffs, and connect HR decisions to business value.
- Excellent communication, facilitation, presentation, and executive storytelling skills, with the ability to make complex organization, talent, transformation, and technology topics practical and clear.
- Adaptability, resilience, and execution discipline, with the ability to learn quickly, absorb feedback, adjust course, track progress, remove blockers, and act quickly to keep work moving.
Responsibilities
- Drive HR transformation execution: Create the cadence, visibility, and follow-through needed to move HR transformation work from discussion to decision to action.
- Maintain an integrated view of HR priorities and initiatives, and help sequence and manage the work so the function can move with focus, balance, and follow-through.
- Help translate HR’s future-state ambition into sequenced work, capability shifts, workflow changes, and adoption plans that prepare the function to operate in more scalable, digital, and AI-enabled ways.
- Translate priorities into practical plans with clear milestones, risks, dependencies, adoption needs, and measurable outcomes.
- Facilitate tradeoff discussions when priorities compete, capacity is constrained, timing decisions are required, or work needs to evolve.
- Partner with HR leaders to connect transformation work across COEs, Market HR, Employee Experience, HR Operations, and HRBPs so priorities, dependencies, and adoption needs are aligned across the function.
- Identify friction, duplication, or delay in cross-HR ways of working, surface what is getting in the way, remove barriers, and act quickly to keep transformation moving.
- Build future-ready HR capabilities and ways of working: Build a future-ready HR operating model by clarifying expectations, routines, workflows, service handoffs, and ways of working, and by redesigning workflows to reduce duplication, simplify delivery, and improve consistency across the function.
- Embed the HR capability profile into development, progression, talent discussions, and hiring expectations so HR teams build the skills needed for the next phase of transformation.
- Cultivate a product mindset by helping HR teams design for users and the enterprise, make deliberate tradeoffs, iterate based on feedback, and measure success through outcomes, not activity.
- Support AI readiness and digital ways of working by clarifying how tools, skills, roles, handoffs, workflows, and service expectations evolve as technology becomes embedded in HR delivery.
- Build practical tools, shared resources, knowledge assets, adoption routines, and feedback loops that help HR teams work more consistently and adapt as needs, tools, and expectations evolve.
- Strengthen HR organization effectiveness and talent: Align structures, roles, talent, and ways of working to HR’s priorities and future operating model.
- Support decisions on workforce planning, role clarity, team and leadership effectiveness, and the capabilities HR needs to build over time.
- Use HR data to identify talent, performance, engagement, and workforce risks or opportunities, and to inform people and team decisions.
- Support HR talent reviews, succession, development planning, performance differentiation, retention, and movement of top talent across HR.
Benefits
- Flexible working environment
- Comprehensive healthcare plan (medical, Rx, dental, and vision)
- Flexible spending accounts and a Health Savings Account (including company contributions)
- Life and AD&D insurance
- 401(k) retirement plan including company matching contributions
- Disability insurance
- Tuition Reimbursement
- Discretionary paid time off program and 11 paid holidays
- Volunteer time off
- LinkedIn Learning
- Employee-Assistance-Program (EAP)
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What This Job Offers
Job Type
Full-time
Career Level
Director
Education Level
No Education Listed
