Director, People and Business Partnerships

Xcel Energy•Minneapolis, MN

5d•Hybrid

About The Position

The Director, People and Business Partnerships serves as the senior Human Resources leader for an assigned business portfolio. The role is accountable for workforce, leadership, organizational effectiveness, and talent outcomes that enable business performance. It partners directly with executive leaders to shape business strategy through workforce strategy, organizational design, succession, leadership capability, culture, and change leadership. The Director leads a team of HR Business Partners and influences enterprise workforce priorities. The role helps address future workforce risks and opportunities and ensures the portfolio has the capabilities needed to deliver current and future business objectives. Xcel Energy supports a hybrid work model; many roles are expected onsite three days per week, Tuesday through Thursday, though location expectations vary by role, team, and business needs.

Requirements

Bachelor’s degree in Human Resources, business, or a related field, or an equivalent combination of education and experience.
At least 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 experience preferred.
Senior HR certification (SPHR, SHRM-SCP, or equivalent).

Responsibilities

Shape and lead the portfolio’s workforce strategy, including long-term workforce planning, organizational design, succession, and the 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 ensure the people strategy is integrated with the portfolio’s 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 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 a strong 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 the effectiveness of talent practices across the company.