Director, Human Capital Partners
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Job Location:
Chicago, IL - USA
Monthly Salary:
$ 155000 - 200000
Posted on:
15 hours ago
Vacancies:
1 Vacancy
Job Summary
TheDirectorHuman CapitalPartnerserves as a highly strategic and forward-thinking advisor to AIRs senior leaders and executives. Operating at the enterprise level this role helps shape workforce strategy drive organizational effectiveness and ensure long-term talent sustainability.
TheDirectorHuman CapitalPartnerbrings strong consulting capabilities business acumen and the ability toinfluence acrossa complex matrixed environment. This role leadstheHumanCapitalPartner(HCP)team as wellasinitiativesthat supportorganizationwidestrategies partnering with leaders to deliver innovative data-informed solutions.
As the lead of theHCPteamthe Directormodels effective consulting practices and plays a key role in elevating the impact of AIRs Human Capital function.
This position has the flexibility to work remotely within the United States (U.S.) or from one of AIRsU.S. office locations. This does not include U.S. territories.
About AIR:
Founded in 1946 and headquartered in Arlington Virginia the American Institutes for Research (AIR) is a nonpartisan not-for-profit organization that conducts behavioral and social science research and delivers technical assistance to address some of the most pressing challenges in the United States and globally. We generate evidence and apply data-driven solutions that expand opportunities and improve lives for all.
Responsibilities:
TheDirectorHuman Capital Partnerservesas a senior advisor and thought partner toprogram and functionalleadersaligning human capital strategies to organizational priorities business risks and growth include:
Team Leadership& Capability Building
- Lead the HCPteamby fostering a culture of authenticity accountabilitycollaboration and continuous growth.
- Model talentmanagementbest practices by actively engaging in long-term career planning active development andon-goingfeedback within theHCP team.
- Drivecontinuous improvementefforts within the HCP practiceandcontributethought leadership within the HR function by driving innovation standardizing practices and modeling AIRs values in every interaction.
OrganizationalStrategic Partnership
- Design and deliver strategicprograms that addressleadershipdevelopment people managementand employee engagementacross functions and divisions.
- Guideseniorleaders through complex challenges inchange managementorganizational design workforce planning leadership transitions and cultural alignment.
- Build organizational resilience by helping leadersat all levelsanticipateand prepare for future talent needs structural shifts and capability gaps.
- Align HCP approaches and strategies to organizationaland HRstrategic plans andobjectives.
Executive Coaching & Influence
- Provide high-impact coaching to executives and seniorleadersto elevate leadership effectiveness navigate ambiguity and lead with inclusivity and accountability.
- Build strong trust-based relationships with business leaders and cross-functional teamsthat lead to improved outcomes within the talent space and across the business.
Succession Planning & Talent Strategy
- Lead theHCPs through thedesign and implementation of holistic talent and succession strategies partnering with leaders to evaluate pipeline strengthidentifyreadiness gaps and inform development investments.
- Produce strategic deliverables such asorganizationalsuccession plans workforce analytics summaries and organizational health assessments that guide leadership decision-making.
- Partner with Talent Management and Learning & Development to ensure that development efforts align with enterprise capability needs and critical role succession.
Data-Driven Insights & Workforce Optimization
- Partner with theAnalytics and HR Technology team to design and deliver meaningful data that allows leaders toanticipatechallengesandidentifytrends to proactively manageengagementthroughout the organization.
- Translate data into actionable recommendations that influence organizational andpeoplestrategies at scale.
- Collaborate with CompensationRecruitment and HR Systems to ensure integratedequitable and data-aligned human capital decisions.
Qualifications:
Education Knowledge and Experience
- Bachelors degree in human resources Business Organizational Development Psychology or related field ; Masters degree strongly preferred.
- 10 years of progressive HR experience with at least 4 years partnering with senior leaders or executives.
- Demonstrated experience leading coaching and developing HR business partners or HR teams including managing performance setting goals and fostering accountability.
- Proventrack record of leading enterprise or division-level HR initiatives and delivering strategic outcomes.
- Experience developing and executing talent strategies succession plans and organizational design initiatives in complex matrixed environments.
Skills
- Strong consulting skills with the ability to influence guide and partner with senior leaders.
- Strategic data-savvy mindset with the ability to interpret workforce insights and align them to business needs.
- Ability toanticipate issues identify root causes and design systems-level solutions.
- Demonstrated ability to manage ambiguity and lead through change with composure and effectiveness.
- Integrity and sound judgment in handling sensitive employee and organizational information.
- Proactive resourceful and collaborative mindset with a strong orientation toward results and continuous improvement.
- Proficiency with Dayforce and advanced use of Microsoft 365 tools for analysis and presentations.
Disclosures:Applicants must be currently authorized to work in the U.S. on a full-time basis. Employment-based visa sponsorship (including H-1B sponsorship) is not available for this position. Depending on project work qualified candidates may need to meet certain residency requirements.
American Institutes for Research is an equal employment opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without discrimination on the basis of age race color religion sex gender gender identity/expression sexual orientation national origin protected veteran status or disability. AIR adheres to strict child safeguarding principles. All selected candidates will be expected to adhere to these standards and principles and will therefore undergo reference and background checks. AIR maintains a drug-free work environment.
ACCESSIBILITY NOTICE:If you need a reasonable accommodation for any part of the employment process due to a physical or mental disability please send an email to Taliba Boone at call 202.403.5000.
Fraudulent Job Scams Warning & Disclaimer:AIR is aware of individuals falsely presenting themselves as AIR representatives. Fraudulent job scams seek to extract sensitive information or money from victims. To protect yourself please be aware that AIR recruitment will only email you from an @ domain. Please take extra caution while examining the email address for example is correct and is not a legitimate AIR email address. If you are unsure of the legitimacy of a communication you have received please reach out If you see a job scam or lose money to one report it to the Federal Trade Commission (FTC) . You can also report it to your state attorney general. Find out more about how to avoid scams #LI-REMOTE
Anticipated Annual Salary Range
$155000 - $200000 USD
Required Experience:
Director
Key Skills
- Talent Management
- Employee Relations
- Succession Planning
- Employee Evaluation
- Human Resources Management
- Workers' Compensation Law
- Benefits Administration
- HRIS
- Training & Development
- Employment & Labor Law
- Organization Design
- Human Resources
About Company
Since 1946, the American Institutes for Research (AIR) has been advancing evidence to evolve systems, improve lives, and ultimately create a better, more equitable world. We are a nonprofit research and technical assistance organization working to solve some of the most urgent challe ... View more
