Director, HR Transformation and Enablement

Drive HR transformation execution 

• Create the cadence visibility and follow-through needed to move HR transformation work from discussion to decision to action.  
• Maintain an integrated view of HR priorities and initiatives and help sequence and manage the work so the function can move with focus balance and follow-through.  
• Help translate HRs future-state ambition into sequenced work capability shifts workflow changes and adoption plans that prepare the function to operate in more scalable digital and AI-enabled ways.  
• Translate priorities into practical plans with clear milestones risks dependencies adoption needs and measurable outcomes.  
• Facilitate tradeoff discussions when priorities compete capacity is constrained timing decisions are required or work needs to evolve.  
• Partner with HR leaders to connect transformation work across COEs Market HR Employee Experience HR Operations and HRBPs so priorities dependencies and adoption needs are aligned across the function.  
• Identify friction duplication or delay in cross-HR ways of working surface what is getting in the way remove barriers and act quickly to keep transformation moving.  

Build future-ready HR capabilities and ways of working 

• Build a future-ready HR operating model by clarifying expectations routines workflows service handoffs and ways of working and by redesigning workflows to reduce duplication simplify delivery and improve consistency across the function.  
• Embed the HR capability profile into development progression talent discussions and hiring expectations so HR teams build the skills needed for the next phase of transformation.  
• Cultivate a product mindset by helping HR teams design for users and the enterprise make deliberate tradeoffs iterate based on feedback and measure success through outcomes not activity.  
• Support AI readiness and digital ways of working by clarifying how tools skills roles handoffs workflows and service expectations evolve as technology becomes embedded in HR delivery.  
• Build practical tools shared resources knowledge assets adoption routines and feedback loops that help HR teams work more consistently and adapt as needs tools and expectations evolve.  

Strengthen HR organization effectiveness and talent 

• Align structures roles talent and ways of working to HRs priorities and future operating model.  
• Support decisions on workforce planning role clarity team and leadership effectiveness and the capabilities HR needs to build over time.  
• Use HR data to identify talent performance engagement and workforce risks or opportunities and to inform people and team decisions.  
• Support HR talent reviews succession development planning performance differentiation retention and movement of top talent across HR.  

Qualifications :

• 8 years of progressive experience across HR business partnering HR transformation organization effectiveness HR strategy service delivery capability building or related roles.  
• Meaningful HR business partnering experience advising senior leaders on talent strategy development team effectiveness and the capabilities needed for the future.  
• Proven ability to move complex work from strategy to execution through clear priorities strong follow-through and measurable outcomes.  
• Experience leading transformation in a matrixed environment including clarifying ownership surfacing tradeoffs building alignment and driving adoption without direct authority.  
• Strong product mindset with the ability to design for users and the enterprise make deliberate tradeoffs iterate based on feedback and measure success through outcomes not activity.  
• Working knowledge of AI-enabled ways of working digital workflows knowledge management HR technology or employee experience platforms** with the ability to translate technology-enabled change into practical implications for HR roles capabilities workflows and adoption.**  
• Strong analytical and financial acumen with the ability to use HR metrics to understand what is working identify gaps assess tradeoffs and connect HR decisions to business value.  
• Excellent communication facilitation presentation and executive storytelling skills with the ability to make complex organization talent transformation and technology topics practical and clear.  
• Adaptability resilience and execution discipline with the ability to learn quickly absorb feedback adjust course track progress remove blockers and act quickly to keep work moving.  

Additional Information :

This role has a market-competitive salary with an anticipated base compensation of the following range: $130000 - $175000. Actual salaries will vary depending on a candidates experience qualifications skills and location. This role might also be eligible for a sales-based incentive or performance-based bonus. Other benefits include flexible working environment comprehensive health insurance industry-leading parental leave life insurance education support and more. 

US Benefits 

• Comprehensive healthcare plan (medical Rx dental and vision). 
• Flexible spending accounts and a Health Savings Account (including company contributions). 
• Life and AD&D insurance. 
• 401(k) retirement plan including company matching contributions. 
• Disability insurance. 
• Tuition Reimbursement. 
• Discretionary paid time off program and 11 paid holidays. 

Our Benefits

• Flexible working environment
• Volunteer time off
• LinkedIn Learning
• Employee-Assistance-Program (EAP)

NIQ may utilize artificial intelligence (AI) tools at various stages of the recruitment process including résumé screening candidate assessments interview scheduling job matching communication support and certain administrative tasks that help streamline workflows. These tools are intended to improve efficiency and support fair and consistent evaluation based on job-related criteria. All use of AI is governed by NIQs principles of fairness transparency human oversight and inclusion. Final hiring decisions are made exclusively by humans. NIQ regularly reviews its AI tools to help mitigate bias and ensure compliance with applicable laws and regulations. If you have questions require accommodations or wish to request human review were permitted by law please contact your local HR representative. For more information please visit NIQs AI Safety Policies and Guiding Principles: NIQ

NIQ is the worlds leading consumer intelligence company delivering the most complete understanding of consumer buying behavior and revealing new pathways to 2023 NIQ combined with GfK bringing together the two industry leaders with unparalleled global reach. With a holistic retail read and the most comprehensive consumer insightsdelivered with advanced analytics through state-of-the-art platformsNIQ delivers the Full View. NIQ is an Advent International portfolio company with operations in 100 markets covering more than 90% of the worlds population.

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Our commitment to Diversity Equity and Inclusion

At NIQ we are steadfast in our commitment to fostering an inclusive workplace that mirrors the rich diversity of the communities and markets we serve. We believe that embracing a wide range of perspectives drives innovation and excellence.  All employment decisions at NIQ are made without regard to race color religion sex (including pregnancy sexual orientation or gender identity) national origin age disability genetic information marital status veteran status or any other characteristic protected by applicable laws. We invite individuals who share our dedication to inclusivity and equity to join us in making a meaningful impact. To learn more about our ongoing efforts in diversity and inclusion please visit the  Work :

Yes

Employment Type :

Full-time