About The Position
As a Strategic Talent Advisor (HR Business Partner), you’ll partner with senior leaders in our Transportation & Infrastructure business to drive a thriving, diverse, high‑performance culture. You'll influence strategic business decisions, act as a trusted advisor, and ensure our talent strategy fuels the success of the teams you support.
Requirements
- Deep experience influencing and advising senior leaders in a complex, matrixed environment.
- Strong business acumen with the ability to connect talent strategy to operational and financial outcomes.
- Demonstrated ability to diagnose organizational challenges and develop people-focused solutions that drive cultural and business impact.
- Expertise in organizational development, talent planning, and change management.
- Data‑driven mindset with the ability to interpret people analytics and translate insights into action.
- A collaborative, relationship‑centered approach paired with the courage to challenge constructively.
- A hands‑on, “roll‑up‑your‑sleeves” style with a genuine passion for people and organizational success.
- 8+ years in a strategic HR advisory or HR business partner role, ideally in a large, matrixed organization.
Responsibilities
- Partner closely with senior leaders to align business and talent strategies, enabling the achievement of financial and organizational goals.
- Provide executive coaching and strategic guidance to support major change initiatives, organizational redesigns, and workforce planning.
- Review and interpret HR KPIs and people insights to identify trends, risks, and opportunities—translating them into actionable people strategies.
- Strengthen collaboration between HR Centres of Excellence, Shared Services, and Corporate functions to deliver seamless and consistent employee experiences.
- Champion succession planning, facilitating discussions to identify emerging diverse talent and support development plans for high-potential employees.
- Lead critical role planning with client groups, ensuring robust pipelines through internal development or partnership with Talent Acquisition for external search.
- Guide leaders through performance management cycles to cultivate a high‑performance culture rooted in clarity, accountability, and equity.
- Partner with Compensation experts to support equitable and consistent application of pay programs and salary decisions.
- Analyze engagement, exit, and feedback data to recommend targeted actions that elevate culture, belonging, and employee experience.
- Support talent development and redeployment strategies, fostering a culture of growth, continuous learning, and mobility.
Benefits
- Flexible work, real balance
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What This Job Offers
Job Type
Full-time
Career Level
Senior
Education Level
No Education Listed
Number of Employees
5,001-10,000 employees
