Director, HRBP - Operations and Technology

Thomson Reuters•Eagan, MN

20h•Hybrid

About The Position

The Director, HR Business Partner partners with the Partnerships & Alliances and Commercial System Acceleration leadership teams to drive people strategies that enable business growth, organizational effectiveness, and high performance. As a trusted advisor and member of the leadership team, this role leads talent, workforce, and organizational initiatives that support business objectives and enhance the employee experience. Operating in a highly matrixed environment, the HRBP collaborates closely with business leaders, regional HR teams, and Centers of Excellence to develop and execute integrated people solutions. The role also plays a key part in leading organizational change, shaping talent strategy, and driving an interconnected people agenda that contributes to both operational and financial success.

Requirements

Business or HR degree preferred; a relevant Master's degree is a plus.
Track record of designing and being accountable for the delivery of a global people strategy.
Track record of leading the HR response to changing industry and business environments.
Experience partnering with senior business leaders.
Experience working in global, complex, matrixed environments.
Experience actively managing the health of an organization (engagement, culture, etc.).
10+ years of experience with broad HR responsibilities preferred; less experience will be considered depending on the scale and scope of the experience.
Strong consulting skills and strategic advisory capability, with the ability to influence senior stakeholders.
Expertise in organizational design and change management.
Ability to thrive in a fast-paced, dynamic, multicultural, international environment.
Influential storyteller with strong interpersonal and communication skills.
Innovative mindset with experience in talent management and acquisition.
Demonstrates learning agility and strong business acumen.

Nice To Haves

M&A or strategic partnership experience is a plus.

Responsibilities

Act as a thought partner and coach to senior leadership, able to contribute on all aspects of growing and managing the business (not restricting themselves to talent-related discussions).
Support leaders with organizational change.
Drive the strategic people agenda in a highly matrixed and collaborative environment.
Partner with key teams across Partnership & Alliances and Commercial System Acceleration to align HR strategies with business objectives.
Lead change management initiatives, acting as a change agent to foster innovation and transformation within the organization.
Work in tandem with business leaders to develop business strategy and translate this into a people strategy, deriving short- and long-term talent needs from strategic business plans, with an emphasis on strategic workforce planning — understanding the talent needs of these functions, including skill gaps and forecast needs.
Provide strategic workforce and top talent succession planning by engaging with leaders to identify top talent needs and translating those needs into discrete projects and initiatives that flow smoothly to the HR Professionals Pool for execution.
Identify future capabilities and align talent strategies with industry trends and business needs.
Develop and implement talent strategy and strategic workforce plans using predictive analytics and scenario modeling.
Provide functional-specific talent change management strategy (e.g., a hiring strategy for go-to-market in a growth region).
Design effective operating models and talent management activities to support the business strategy.
Strengthen the talent pool through succession planning, talent flow, and career management.
Lead talent acquisition strategies to attract and onboard future capabilities.
Partner with and coach leaders on delivering a talent-first culture.
Improve business effectiveness through operational enhancements aligned with the business model.
Promote an inclusive and values-driven culture.
Stay current on industry trends to inform HR practices and drive innovation.
Build a professional network and represent Thomson Reuters HR at external events.
Utilize metrics and analytics to guide management decisions and improve organizational performance.
Leverage Workday as a key platform for operational efficiency.
Monitor financial performance to understand people implications and design HR responses accordingly.

Benefits

Flexible vacation
two company-wide Mental Health Days off
access to the Headspace app
retirement savings
tuition reimbursement
employee incentive programs
resources for mental, physical, and financial wellbeing
market competitive health, dental, vision, disability, and life insurance programs
competitive 401k plan with company match
competitive vacation, sick and safe paid time off
paid holidays
parental leave
sabbatical leave
optional hospital, accident and sickness insurance paid 100% by the employee
optional life and AD&D insurance paid 100% by the employee
Flexible Spending and Health Savings Accounts
fitness reimbursement
access to Employee Assistance Program
Group Legal Identity Theft Protection benefit paid 100% by employee
access to 529 Plan
commuter benefits
Adoption & Surrogacy Assistance
access to Employee Stock Purchase Plan