Manager, People Strategy Partner

Paychex•Cincinnati, OH

About The Position

Serves as a senior people strategy leader for a business unit or function, partnering with executive leaders and organizations of 1,000–3,000 employees. Brings business context, HR expertise, and integrated judgment to leadership discussions, helping executives make decisions about organization, talent, workforce capability, culture, and change. Connects business strategy with HR Centers of Excellence to build high-performing, future-ready teams that drive growth and strengthen the organization.

Requirements

10 years of progressively responsible human resources experience.
5 years of experience advising senior or executive leaders on organization, talent, workforce, or change strategy.
3 years of experience leading complex, enterprise-level change or transformation, such as organization redesign, operating model shifts, or integrations, in a dynamic environment.

Nice To Haves

Bachelor's degree in Human Resources, Business, Organizational Psychology, or a related field.
Master's degree in Human Resources, Organizational Development, Business, or a related field.

Responsibilities

Serve as a trusted advisor to executives, translating business priorities into people implications; coach and challenge leaders; and surface enterprise tradeoffs and workforce risks for consequential business decisions.
Consult with the business and HR Centers of Excellence on talent reviews, succession outcomes, critical-role coverage, internal movement, and leader accountability.
Shape workforce plans and future capabilities, including build/buy/borrow choices, capacity implications, and AI-enabled work changes; monitor external talent, technology, and market trends to inform business investment.
Diagnose operating models, organizational structures, spans and layers, and team effectiveness opportunities, and drive recommended changes.
Align executive sponsors, assess readiness and risk, shape leader actions, and drive adoption for material transformations; lead through ambiguity in daily interactions.
Combine business context with talent, engagement, retention, rewards, and workforce data to recommend action and demonstrate the impact of people investments.
Shape solutions early, integrate cross-functional input, and provide field context at key decision points; engage on operational matters involving business risk, executive judgment, or material precedent.