As the Director - Business Area HR Leader, your role involves partnering directly with functional leaders and the Chief Human Resources Officer (CHRO) to shape and execute the people strategy for a specific business or corporate function. Your primary responsibility is to translate business objectives into forward-looking HR strategies that drive organizational performance, talent outcomes, and cultural alignment. You will act as a key HR advisor and change agent, focusing on strategic workforce planning, leadership development, organizational design, and change management rather than transactional HR operations. **Key Responsibilities and Duties:**
Partner with business/function leaders to design and execute talent strategies supporting current and future business needs. - Lead strategic HR initiatives including workforce transformation, succession planning, leadership pipeline development, and organization effectiveness. - Advise leadership on talent trends, culture, change readiness, and organizational health; translating insights into actionable HR strategies. - Collaborate with the CHRO and HR Centers of Excellence (CoEs) to influence enterprise-level HR programs and ensure alignment to functional needs. - Facilitate organization design and change management efforts to support business transformations or restructures. - Provide strategic input into reward, recognition, and performance management strategies to drive accountability and engagement. - Lead HR-related components of key business projects such as digital transformations, operating model changes, or capability building. - Serve as a culture ambassador by driving inclusion, values alignment, and leadership behaviors in the function. - Analyze workforce and talent data to provide strategic insights and influence leadership decision-making. **Qualification Required:**
University degree preferred. - 8+ years of work experience required; 10+ years preferred. - Business Acumen, Change Management, Conflict Management, Consultative Communication, Data-Based Decision Making, HR Business Consultation, Human Capital Strategy, Influence, Problem Solving, Talent Mindset, Trusted HR Advisory. At TIAA Global Capabilities, established in 2016, the mission is to tap into a vast pool of talent, reduce risk by insourcing key platforms and processes, and contribute to innovation with a focus on enhancing the technology stack. The organization is dedicated to building a scalable and sustainable organization with a focus on technology, operations, and expanding into the shared services business space. The goal is to reduce risk, improve efficiency, and develop innovative ideas to increase throughput and productivity. The company's culture is guided by values such as Champion Our People, Be Client Obsessed, Lead with Integrity, Own It, and Win As One. Collaboration, innovation, and meaningful results are key aspects of the workplace, where every associate can grow through learning experiences and development pathways. applicant, you can contact the accessibility support team at TIAA via phone at (800) 842-2755 or email at accessibility.support@tiaa.org. As the Director - Business Area HR Leader, your role involves partnering directly with functional leaders and the Chief Human Resources Officer (CHRO) to shape and execute the people strategy for a specific business or corporate function. Your primary responsibility is to translate business objectives into forward-looking HR strategies that drive organizational performance, talent outcomes, and cultural alignment. You will act as a key HR advisor and change agent, focusing on strategic workforce planning, leadership development, organizational design, and change management rather than transactional HR operations. **Key Responsibilities and Duties:**
Partner with business/function leaders to design and execute talent strategies supporting current and future business needs. - Lead strategic HR initiatives including workforce transformation, succession planning, leadership pipeline development, and organization effectiveness. - Advise leadership on talent trends, culture, change readiness, and organizational health; translating insights into actionable HR strategies. - Collaborate with the CHRO and HR Centers of Excellence (CoEs) to influence enterprise-level HR programs and ensure alignment to functional needs. - Facilitate organization design and change management efforts to support business transformations or restructures. - Provide strategic input into reward, recognition, and performance management strategies to drive accountability and engagement. - Lead HR-related components of key business projects such as digital transformations, operating model changes, or capability build
