Senior Director, HR Partner, JLL Technologies

JLL•Chicago, IL

21h•$190,000 - $225,000•Hybrid

About The Position

The Senior Director HR Business Partner for JLL Technologies (JLLT) group exists to make that transformation successful from the inside out. This is not a support role. It is a strategic partnership role — embedded in HR leadership, driving the people agenda for the function itself, and ensuring HR has the talent, organizational health, and operational discipline to lead enterprise-wide change. This is a role for someone who understands that credibility starts at home — that HR can only transform the business if it is willing to transform itself first. You will bring commercial rigor, strategic depth, and self-awareness to know that serving HR means holding it to the highest standard. As HRBP JLLT, you will be the primary HR partner globally — embedded in the function's strategic agenda and accountable for ensuring people practices reflect the excellence we expect across the enterprise. This role reports into the Global Head of HR, Corporate Functions & JLL Technologies and is based in Chicago and is hybrid with three days in the office.

Requirements

Bachelor’s degree in human resources, business or related field
Minimum of 8–10 years of progressive HR experience, with a strong track record as a strategic HR Business Partner in complex, matrixed organizations (3- 5 years within technology experience preferred).
Demonstrated experience supporting large scale complex organizations.
Proven success partnering globally with executive and senior leaders as a strategic thought partner.
Demonstrated success leading organizations through change and transformation.
Strong analytical, project management, change management capabilities and implementation.
Excellent communication skills and executive leadership presence.
Candidates must be authorized to work in the United States without sponsorship.

Nice To Haves

3- 5 years within technology experience preferred

Responsibilities

Be the strategic HR partner to the JLLT leadership team, supporting the executive leadership team.
Drive organizational design work ensuring the function is structured to deliver, roles are clear, and we practice what we advise the business to do.
Build and execute a talent strategy that identifies capability gaps, builds leadership strength, and ensures HR has the skills to lead in a rapidly changing environment.
Manage complex employee relations matters with sound judgment, modeling the discipline and care we expect from HRBPs across the business.
Turn data into insight — using engagement, attrition, and workforce analytics to help leaders see themselves clearly and act accordingly.
Partner and lead execution with the JLL Technologies leadership team on transformation and long-term strategic planning on operating models and talent development in context of AI, digitization and globalization influenced by Accelerate 2030 strategy, translating to specific programs and initiatives focused on OD, capability and skills development, aligned with the overall Talent strategy.
Partner with the leadership on organizational design — including structural changes, role redesign, spans and layers, and the implications of HR’s evolving operating model.
Support change management across transformation initiatives — designing and delivering employee communication, engagement, and transition plans.
Lead organizational effectiveness initiatives including culture transformation, change management, and employee engagement programs for the function.
Lead workforce planning globally, identifying capability requirements for the future state and building plans to address gaps through hiring, development, or redeployment.
Provide executive coaching and advisory support to senior leaders and their teams navigating the complexity of leading through transformation.
Develop and execute operational strategy to execute programs aligned with People strategy to attract, retain, and develop top talent and across the talent lifecycle for the function. This includes Talent reviews and succession planning, yearend performance and rewards planning, People Surveys action planning and execution, etc
Lead on complicated employee relations matters, bringing rigorous judgment and a risk-aware mindset.
Partner with Rewards CoE to ensure Compensation ranges are appropriately aligned to specific needs of stakeholder groups.
Manage ongoing compensation interventions including promotions, retentions, etc and ensuring appropriate compensation decisions aligned with budgets and the compensation ranges.
Ensure recognition programs are appropriately aligned with the Strategic focus areas for the function and effectively adopted to drive engagement.
Foster an inclusive culture that achieves the culture and employee engagement objectives.
Use HR analytics — engagement trends, attrition data, succession bench strength — to surface insights that inform leadership decisions.
Partner with the TA team on hiring strategy, ensuring talent acquisition reflects the capability profile the function needs now and in the future.