HR Business Partner - Director (Remote)

Company Description

Experian is a global data and technology company, powering opportunities for people and businesses around the world. We help to redefine lending practices, uncover and prevent fraud, simplify healthcare, create digital marketing solutions, and gain deeper insights into the automotive market, all using our unique combination of data, analytics and software. We also assist millions of people to realise their financial goals and help them to save time and money.

We operate across a range of markets, from financial services to healthcare, automotive, agrifinance, insurance, and many more industry segments.

We invest in people and new advanced technologies to unlock the power of data and to innovate. A FTSE 100 Index company listed on the London Stock Exchange (EXPN), we have a team of 23,300 people across 32 countries. Our corporate headquarters are in Dublin, Ireland. Learn more at experianplc.com.

Job Description

You will be act a strategic advisor to the President of Experian Automotive and the Senior Leadership Team, aligning people strategy with organizational growth goals. You will guide scalable talent, performance, culture, and organizational development plans to support a high-growth business with 350+ employee organization.

You will partner with leadership to, develop leaders, optimizing organizational design, and ensure an inclusive culture that enables sustainable growth.

You will sit in the North America HR Business Partnering function, reporting to the Senior Vice President, HR. You will work with the regional, global, HR centers of expertise to achieve the people strategy. You will do this in collaboration with HR and the business.

Strategic People and Business Partnership

• Partner with senior leaders and department heads to align HR strategy with our goals and growth plans.
• Translate business strategy into people initiatives across talent, structure, leadership, and culture.
• Be a trusted advisor on organizational design, workforce planning, and change management.

Organizational Development & Change Management

• Guide organizational change plans associated with growth, restructuring, or new business models requiring deep organizational development expertise.
• Support culture-building programs that strengthen company values.
• Partner with leadership to embed scalable people processes in a growing organization.

Talent Strategy & Workforce Planning

• Lead workforce planning to ensure we have the right skills, capacity, and structure to meet growth demands.
• Partner with Talent Acquisition to forecast hiring needs, improve hiring processes, and support scaling efforts.
• Facilitate succession planning and leadership pipeline development for critical roles. Partner with the business leaders to ensure succession readiness.

Performance & Leadership Development

• Design and implement performance management frameworks that inspire accountability performance.
• Coach managers and leaders on performance management, feedback, and employee development.
• Partner with Talent Management to identify leadership and capability-building programs.

Employee Relations Governance & Risk Management:

• Establish and maintain an environment where employees are managed fairly, and in compliance with all applicable employment laws and company policies.
• Provide strategic coaching to managers and leaders on employee relations matters, performance management, disciplinary actions, and documentation best practices.
• Partner with the Employee Relations function to ensure, compliant handling of employee relations issues and investigations.
• Ensure managers are trained and equipped to handle employee management issues, reducing risk and improving leader effectiveness.
• Monitor trends in employee relations cases and manager behavior to identify systemic risks, recommend policy or process improvements, and mitigate legal and cultural risk.
• Collaborate with Legal and People Operations to ensure policies, and manager actions align with regulatory requirements and company standards.

Data, Metrics & Insights

• Analyze HR metrics (turnover, engagement, performance, hiring effectiveness, diversity).
• Provide insights to leadership using people analytics.
• Develop dashboards for executive leadership.
• Use data and analytics to measure HR program effectiveness and inform decision-making.

Qualifications

• Deep organizational development expertise, including process re-engineering, social and technical change management, and a mindset to ensure we scale while optimizing performance, culture, and people practices
• Exper