HR Business Partner - Financial Services

International Motors•Lisle, IL

12h

About The Position

International has a great opportunity for an HR Business Partner that will support our International® Financial Team. International® Financial delivers flexible financing solutions for our customers. The HR Business Partner is a strategic enabler of enterprise performance, responsible for shaping the workforce, leadership capability, and organizational design required to support International Financial’s business strategy, customer experience, operational execution, governance, and growth priorities. This individual will operate as a trusted advisor to senior International® Financial and business leaders, ensuring people, skills, culture, and leadership practices evolve in alignment with the needs of a regulated, customer-facing financial services organization. The role directly influences business performance by enabling scalable talent practices, strengthening leader capability, improving organizational effectiveness, and supporting execution across International® Financial ’s evolving operating model. This role goes beyond traditional HR partnership by anticipating future capability needs, guiding complex transformation, supporting governance and risk-aware talent practices, and translating International® Financial ’s strategy into sustainable human and organizational outcomes. The HR Business Partner enables strategic workforce capability across the following domains: Customer-Centric Financial Solutions - Supports talent and leadership practices that enable a customer-focused financing model, improved dealer and end-customer experience, and a seamless financing journey. Dealer and Commercial Enablement - Aligns workforce planning and leadership capability with dealer network priorities, commercial collaboration, market penetration, and sales enablement. Operational Simplification and Process Effectiveness - Partners with leaders to build organizational capability for process redesign, cross-functional collaboration, modernization, and improved execution. Risk, Governance, and Compliance - Reinforces talent, leadership, and culture practices that support integrity, transparency, ethical conduct, enterprise risk management, business continuity, and credit risk oversight. Funding, Capital, and Portfolio Growth - Supports workforce and leadership capability aligned to funding strategy, liquidity planning, portfolio growth, capital strength, and disciplined risk management. Digital, Data, and Analytics Capability - Enables talent strategies that strengthen data-informed decision-making, scalable analytics, system modernization, and operational insight. Talent Management and Succession Readiness - Builds leadership depth, succession planning discipline, critical-role coverage, targeted development, and future-ready capabilities. Culture, Engagement, and Change Leadership - Strengthens culture through collaboration, transparency, accountability, continuous learning, and employee engagement aligned to transformation priorities. International® Financial services are provided by Navistar Financial Corporation.

Requirements

Bachelor's degree and at least 9 years of HR or Organizational Development experience
At least 2 years of lead experience OR Master's degree and at least 5 years of HR or Organizational Development experience
At least 2 years of lead experience OR At least 12 years of HR or Organizational Development experience
At least 2 years of lead experience
Qualified candidates, excluding current employees, must be legally authorized on an unrestricted basis (US Citizen, Legal Permanent Resident, Refugee or Asylee) to be employed in the United States.
We do not anticipate providing employment related work sponsorship for this position (e.g., H-1B status)

Nice To Haves

Strategic HR Leadership: Proven experience as an HR Business Partner or similar role operating at a strategic, enterprise level, preferably within financial services, regulated business environments, commercial operations, or complex matrixed organizations.
Financial Services and Business Acumen: Strong ability to connect people strategy with business outcomes, customer experience, governance, risk, funding, commercial execution, and operational performance.
Executive Influence: Exceptional communication, coaching, facilitation, and influencing skills with credibility at senior leadership levels.
Organizational Effectiveness: Demonstrated ability to advise on organization design, role clarity, decision rights, operating models, governance, and scalable ways of working.
Talent and Succession Leadership: Experience leading talent reviews, succession planning, critical-role planning, leadership development, and retention strategies.
Analytical and Systems Thinking: Ability to leverage workforce data, business insights, employee feedback, financial context, and talent trends to inform recommendations and anticipate future needs.
Risk-Aware Judgment: Ability to balance business needs, employee experience, policy consistency, compliance, governance, and leadership accountability.
Change Leadership: Demonstrated success supporting organizational change, process improvement, system modernization, business transformation, and workforce capability building.
Collaboration Across a Matrix: Proven ability to work effectively across HR, Finance, Legal, Compliance, Commercial, Operations, TFS, TRATON, and other enterprise stakeholders.
Culture and Engagement Focus: Ability to help leaders create a high-performing, inclusive, customer-focused culture grounded in integrity, accountability, transparency, and continuous improvement.

Responsibilities

Serve as a strategic advisor to International® Financial leaders on workforce implications of business strategy, operating model shifts, governance expectations, market dynamics, and transformation priorities.
Lead forward-looking workforce planning to ensure critical capabilities are built ahead of demand, particularly in regulated financial services, customer-facing operations, dealer enablement, risk, analytics, and leadership effectiveness.
Influence leadership decisions by connecting people strategy to business performance, customer outcomes, governance effectiveness, risk mitigation, and long-term value creation.
Partner with leaders to identify workforce risks and opportunities before they affect execution, engagement, organizational stability, or business results.
Architect talent strategies, including hiring, development, succession, retention, and critical-role planning, that directly enable International® Financial ’s strategic priorities.
Support scalable talent practices, role architecture, governance effectiveness, and leadership capability for regulated financial-services operations.
Shape role design, career paths, and skills frameworks for emerging and evolving roles in financial services, customer experience, operations, data, risk, funding, and dealer enablement.
Strengthen succession readiness and bench strength for critical leadership and specialist roles.
Ensure talent investments deliver measurable business impact and readiness for future-state capabilities.
Advise on organization design, restructuring, role clarity, decision rights, operating rhythms, and team models to improve scalability, accountability, collaboration, and execution effectiveness.
Act as a key change leader during business transformation, system modernization, process improvement, governance evolution, and integration with TRATON Financial Services (TFS) and International priorities.
Help leaders simplify complexity, strengthen cross-functional collaboration, and create sustainable ways of working between International® Financial , TFS, Commercial, Finance, Legal, Compliance, Operations, and external partners.
Build leader capability to operate effectively in environments characterized by regulatory complexity, market pressure, operational change, and ambiguity.
Foster a high-performance, inclusive, customer-focused culture that supports collaboration, accountability, continuous learning, ethical conduct, and operational discipline.
Navigate complex employee relations matters with sound judgment, protecting both enterprise interests and employee trust.
Reinforce cultural norms that support speed, ease, convenience, integrity, transparency, and quality execution.
Partner with leaders to translate employee feedback, engagement insights, and workforce data into practical action plans that improve the employee experience and strengthen team performance.
Serve as the primary conduit between HR Centers of Excellence and International® Financial , ensuring HR programs are effectively deployed, adopted, and connected to business priorities.
Ensure consistent application of HR policies, compliance requirements, governance standards, and talent processes across the organization.
Provide executive-level coaching to leaders on people decisions, talent risks, organizational trade-offs, performance expectations, and leadership accountability.
Coordinate HRX resources to deliver seamless, business-focused solutions across talent, rewards, employee relations, leadership development, workforce planning, organization effectiveness, and shared services.
Use workforce analytics, financial insights, and business context to inform recommendations and support stronger leadership decision-making.