Director, People Partnering

Cushman & Wakefield•Chicago, IL

7d•Hybrid

About The Position

The Director, People Partnering – PSC Division & Integrated Portfolio Management (IPM) serves as a strategic People Partner to the PSC Division President, IPM leadership team, and senior business leaders across the organization. This role provides forward-looking talent consultation and leadership to enable business growth, strengthen leadership capability, drive organizational effectiveness, and deliver scalable people solutions aligned with PSC, IPM, and GOS business priorities. As a trusted advisor, this leader partners closely with the Head of People Partnering for GOS, PSC and IPM leadership, regional and global stakeholders, and the broader People organization to support growth initiatives, transformation efforts, workforce planning, and leadership development. The role is critical to ensuring talent strategies align with business priorities and are executed consistently across the organization while supporting enterprise integration and long-term organizational success.

Requirements

Bachelor's degree in Human Resources, Business, Organizational Development, or a related field required.
Minimum 10+ years of progressive HR Business Partnering or People Partnering experience, including support of senior leadership teams.
Demonstrated experience in talent management, succession planning, organizational design, workforce planning, and change leadership.
Experience supporting large, complex, matrixed organizations with multi-regional or global operations.
Strong business acumen with demonstrated ability to influence senior leaders and drive business-aligned talent outcomes.
Proven ability to operate effectively within a highly matrixed, global environment.
Exceptional consulting, communication, facilitation, and stakeholder management skills.
Strong analytical capabilities with experience using workforce data and insights to drive decisions.
Executive presence with the ability to influence and build credibility at all levels of the organization.
Ability to manage multiple priorities while maintaining a strategic focus.

Nice To Haves

Master's degree in Human Resources, Business Administration, Organizational Psychology, or related discipline.
Experience supporting professional services, consulting, facilities management, integrated services, operations, or client-facing organizations.
Experience leading large-scale transformation, growth, organizational effectiveness, or change initiatives.
Global experience supporting leaders and teams across multiple regions.
Prior people leadership experience preferred.

Responsibilities

Serve as the lead People Partner to the PSC Division President and IPM leadership team, providing guidance on talent strategy, workforce planning, organizational design, leadership effectiveness, and organizational health.
Lead people strategies aligned to PSC and IPM business priorities, ensuring integration with GOS talent strategies and People COE programs.
Translate business strategy into actionable people priorities, proactively identifying talent risks, capability gaps, and growth opportunities.
Act as a trusted advisor on complex organizational and talent matters, balancing business objectives, employee experience, and enterprise priorities.
Partner in the execution and delivery of strategic people programs, including performance management, talent reviews, succession planning, compensation planning, workforce planning, and change management.
Provide coaching and consultation to senior leaders on organizational effectiveness, leadership capability, employee engagement, and team performance.
Collaborate with People COEs, Employee Relations, Legal, and business leaders to ensure consistent application of policy, governance, and best practices.
Support promotion, retention, and talent movement decisions to strengthen organizational capability and leadership pipelines.
Lead talent management initiatives including talent reviews, succession planning, leadership assessments, and development planning for critical and high-potential talent.
Facilitate leadership development and executive coaching strategies that strengthen leadership effectiveness and succession readiness.
Partner with Learning & Development and Talent Management teams to enhance programs focused on building critical leadership and business capabilities.
Champion diversity, inclusion, belonging, and engagement initiatives by embedding inclusive leadership practices into talent programs and succession strategies.
Drive organizational design and workforce planning initiatives that align structures, capabilities, and talent investments with future business needs.
Lead efforts to assess organizational effectiveness and recommend solutions that improve performance, scalability, and operational excellence.
Partner with Talent Acquisition and business leaders to strengthen strategic hiring plans and leadership pipeline development.
Support transformation, restructuring, integration, and operating model initiatives across PSC and IPM organizations.
Leverage workforce analytics, business data, and talent insights to inform leadership decision-making and strategic planning.
Identify trends, risks, and opportunities impacting talent health, retention, engagement, and organizational performance.
Develop data-driven recommendations that improve business outcomes and workforce effectiveness.
Partner with Compensation leadership on benchmarking, job architecture, organizational alignment, and compensation program reviews.
Collaborate across GOS, service lines, regions, and functions to address shared talent priorities and organizational challenges.
Partner closely with Employee Relations, Talent Acquisition, Learning & Development, Total Rewards, and other COEs to deliver integrated people solutions.
Support strategic initiatives that advance PSC and IPM business objectives, including growth, operational excellence, and transformation efforts.
Lead and support change management efforts associated with business transformation, organizational redesign, and workforce evolution.
Foster a culture of accountability, inclusion, collaboration, and continuous improvement.
Identify opportunities to strengthen leadership engagement, employee experience, and organizational connectivity across the business.