Director, People and Business Partnerships

Xcel Energy•Minneapolis, MN

6d•$160,000 - $230,000•Hybrid

About The Position

The Director, People & Business Partnership serves as the senior Human Resources leader for an assigned business portfolio and is accountable for workforce, leadership, organizational effectiveness, and talent outcomes that enable business performance. The role partners directly with executive leaders to shape business strategy through workforce strategy, organizational design, succession, leadership capability, culture, and change leadership. It also leads a team of HR Business Partners and influences enterprise workforce priorities, addressing future workforce risks and opportunities and ensuring the portfolio has the capabilities needed to meet current and future business objectives. The Director shapes portfolio workforce strategy and leads workforce transformation in response to technology, AI, automation, evolving workforce expectations, and business growth. As a senior advisor to portfolio executives, the role brings workforce, organizational, talent, and leadership perspectives into planning and business decisions, coaches senior leaders, and integrates people strategy with business strategy. The role leads and develops the embedded HR Business Partner team, partners across HR and the enterprise to apply workforce insights and scalable solutions, and leads portfolio succession, talent reviews, and readiness for priority roles. It also represents the portfolio in enterprise talent forums and works with the Talent Strategy team to put enterprise talent priorities into action.

Requirements

Bachelor’s degree in Human Resources, business, or a related field, or an equivalent combination of education and experience.
10+ years of progressive, senior experience in Human Resources business partnership, workforce strategy, organizational effectiveness, talent strategy, or a related area.
Demonstrated ability to shape workforce strategy, influence executive leaders, lead strategic workforce initiatives, and develop high-performing HR teams.
Track record of building organizational capability and driving measurable business outcomes.

Nice To Haves

Advanced degree (MBA or related).
Experience in a large, regulated, or unionized enterprise; utility or industrial sector preferred.
Senior HR certification (SPHR, SHRM-SCP, or equivalent).

Responsibilities

Shape and lead portfolio workforce strategy, including long-term workforce planning, organizational design, succession, and capabilities needed to deliver business and enterprise priorities.
Lead workforce transformation in response to technology, AI, automation, evolving workforce expectations, and business growth.
Serve as the senior people and organization advisor to the portfolio executive and leadership team.
Bring workforce, organizational, talent, and leadership perspectives into business planning, transformation, investment, and operating-model decisions.
Anticipate workforce risks and opportunities, challenge assumptions, and integrate people strategy with portfolio business strategy.
Coach senior leaders on leadership effectiveness, organization health, talent decisions, and the people and change implications of business transformation.
Lead, align, coach, and develop the embedded HR Business Partner team.
Set portfolio priorities, clarify roles and decision rights, establish consistent partnership and consulting standards, and hold the team accountable for high-quality outcomes.
Build strategic capability, succession depth, and an internal pipeline for future HR leadership roles.
Partner with Centers of Excellence, HR Operations, and Workforce Analytics to translate enterprise strategy into scalable, portfolio-specific solutions and bring portfolio insights forward to shape enterprise priorities.
Use workforce and organizational data to identify emerging risks, assess capability needs, model future workforce scenarios, and inform strategic workforce decisions across the portfolio and enterprise.
Lead the portfolio’s approach to critical talent and leadership pipelines, including succession, talent reviews, and readiness for priority roles.
Represent the portfolio in enterprise talent forums and decisions.
Partner with the Talent Strategy team to translate enterprise talent priorities into business action, bring portfolio needs and insights forward, and strengthen talent practices across the company.