HR Business Partner - Director (Remote)

Experian

4h•Remote

About The Position

Experian is a global data and technology company that helps redefine lending practices, prevent fraud, simplify healthcare, create digital marketing solutions, and gain deeper insights into the automotive market. The company operates across various markets and has a team of 23,300 people across 32 countries. As an HR Business Partner - Director, you will act as a strategic advisor to the President of Experian Automotive and the Senior Leadership Team, aligning people strategy with organizational growth goals. You will guide scalable talent, performance, culture, and organizational development plans to support a high-growth business with 350+ employees. This role involves partnering with leadership to develop leaders, optimize organizational design, and ensure an inclusive culture that enables sustainable growth. You will be part of the North America HR Business Partnering function, reporting to the Senior Vice President, HR, and will collaborate with regional and global HR centers of expertise to achieve the people strategy.

Requirements

Deep organizational development expertise, including process re-engineering, social and technical change management, and a mindset to ensure we scale while optimizing performance, culture, and people practices.
Experience influencing senior leaders and managing complex organizational change and background in data-driven HR and people analytics decisions that have delivered results.
Expertise linking people initiatives to revenue and operational efficiency.
Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.
7–12+ years of progressive HR experience, with experience in an HR Business Partner or strategic HR leadership role.
Experience supporting a fast-growing organization.
Knowledge of employment law, HR best practices, and organizational development.
Excellent coaching and management skills.

Nice To Haves

Master's preferred

Responsibilities

Partner with senior leaders and department heads to align HR strategy with our goals and growth plans.
Translate business strategy into people initiatives across talent, structure, leadership, and culture.
Be a trusted advisor on organizational design, workforce planning, and change management.
Guide organizational change plans associated with growth, restructuring, or new business models requiring deep organizational development expertise.
Support culture-building programs that strengthen company values.
Partner with leadership to embed scalable people processes in a growing organization.
Lead workforce planning to ensure we have the right skills, capacity, and structure to meet growth demands.
Partner with Talent Acquisition to forecast hiring needs, improve hiring processes, and support scaling efforts.
Facilitate succession planning and leadership pipeline development for critical roles.
Partner with the business leaders to ensure succession readiness.
Design and implement performance management frameworks that inspire accountability performance.
Coach managers and leaders on performance management, feedback, and employee development.
Partner with Talent Management to identify leadership and capability-building programs.
Establish and maintain an environment where employees are managed fairly, and in compliance with all applicable employment laws and company policies.
Provide strategic coaching to managers and leaders on employee relations matters, performance management, disciplinary actions, and documentation best practices.
Partner with the Employee Relations function to ensure, compliant handling of employee relations issues and investigations.
Ensure managers are trained and equipped to handle employee management issues, reducing risk and improving leader effectiveness.
Monitor trends in employee relations cases and manager behavior to identify systemic risks, recommend policy or process improvements, and mitigate legal and cultural risk.
Collaborate with Legal and People Operations to ensure policies, and manager actions align with regulatory requirements and company standards.
Analyze HR metrics (turnover, engagement, performance, hiring effectiveness, diversity).
Provide insights to leadership using people analytics.
Develop dashboards for executive leadership.
Use data and analytics to measure HR program effectiveness and inform decision-making.

Benefits

Great compensation package and bonus plan
Core benefits including medical, dental, vision, and matching 401K
Flexible work environment, ability to work remote, hybrid or in-office
Flexible time off including volunteer time off, vacation, sick and 12-paid holidays
Inclusion and authenticity
Work/life balance
Development
Wellness
Collaboration
Recognition