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Director, Strategic People Partnership
CandescentUnited Statesfull_timeVerifiedPosted 15 May 2026
About the role
Candescent is a forward-thinking technology company transforming how financial institutions deliver Intelligent Banking experiences. We unite digital banking, account opening, and branch solutions that power and connect digital banking, account opening, and branch solutions—creating seamless engagement across digital, remote, and in-person channels.
Our Experience-Led, Intelligence-Driven approach combines human-centered design with data, automation, and cloud-based innovation. Built on an API-first architecture, our extensible ecosystem enables institutions to adapt quickly, integrate easily, and unlock new opportunities for growth—turning every customer interaction into a moment of clarity, confidence, and connection.
Location: Atlanta, Georgia (Hybrid)
Reports To: Chief People Officer
Scope: North America
Travel: Up to 15% within North America
Reports To: Chief People Officer
Scope: North America
Travel: Up to 15% within North America
Position Overview
Candescent is seeking a dynamic and experienced Director, Strategic People Partnership to serve as a senior HR business partner and transformation leader for our North America organization. This role sits at the intersection of strategic people leadership, organizational design, and enterprise transformation—driving modern, scalable people practices across a complex, technology‑driven FinTech business.
The Director will partner closely with senior leaders across Product, Engineering, and all North America functions to deliver a high‑impact people strategy that accelerates business growth, elevates employee experience, and strengthens organizational effectiveness. This is a highly visible role for a seasoned HR leader who brings both strategic vision and operational excellence, with the credibility to influence at the executive level.
Why This Role Matters
Candescent is at a pivotal moment—investing in transformational change across Product and Engineering while scaling the broader enterprise. The Director, Strategic People Partnership will be the architect of the people‑side transformation, building the frameworks, capabilities, and culture that will define Candescent’s next chapter as a modern, people‑first FinTech organization.
Core Competencies
- Strategic Thinking & Vision – Connects people strategy to business outcomes; anticipates future organizational needs.
- Change Leadership – Designs and leads transformations that endure; builds resilience and adaptability.
- Stakeholder Influence – Builds trusted partnerships; navigates complexity with confidence and diplomacy.
- Data‑Driven Decision Making – Leverages people analytics to inform strategy and measure impact.
- Employee Experience Design – Applies human‑centered design to elevate the end‑to‑end employee journey.
- Execution Excellence – Translates strategy into action; delivers results in fast‑paced environments.
Key Responsibilities
1. Strategic HR Business Partnership
- Serve as the primary strategic People partner to North America senior leadership, aligning people strategy to business objectives and growth plans.
- Build trusted advisor relationships with leaders across Product, Engineering, Finance, Sales, and Operations.
- Translate business strategy into actionable people initiatives spanning talent, structure, culture, and capability.
- Participate in business planning cycles, providing workforce insights and strategic recommendations.
- Act as a thought partner on complex business decisions with people implications, including M&A, restructuring, and market expansion.
2. Organizational Transformation & Design
- Lead and co‑design organizational transformation initiatives, particularly across Product and Engineering.
- Partner with leaders to assess organizational effectiveness and recommend structural improvements that enhance agility and speed.
- Drive enterprise‑wide organizational design projects, including future‑state modeling, facilitation, and transition planning.
- Develop and execute change management and communication strategies for major organizational shifts.
- Build internal organizational design capability and establish repeatable transformation methodologies.
3. Employee Experience Optimization
- Champion a best‑in‑class employee experience strategy across North America, from onboarding through offboarding.
- Lead listening strategies (engagement surveys, focus groups, stay interviews) and translate insights into action.
- Partner with Total Rewards, Talent Acquisition, and Learning & Development to deliver a cohesive employee journey.
- Identify and eliminate friction points ac
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