Director, People Partner

Grade Level (for internal use):

The Director People Partner will lead the People Strategy for S&PGlobalsLegal Risk Compliance Communications and Office of the CEO functions. These enterprise-enabling groupsoperateinhighly complex regulated and reputationally sensitive environments with broad reach across the company and direct impact on how S&P Global governs communicates managesriskand executes strategic priorities.

This is a strategic high-trust role for an experienced HR leader who canoperateat the intersection of business strategy organizational effectiveness leadershipadvisoryand enterprise transformation. The role will partner closely with senior leaders to shape and execute a people agenda that enables these functions to evolve their operating models strengthen capability clarifyaccountabilitiesand support transformation in 2026 and beyond.

The successful candidate will bring strong enterprise judgment exceptional stakeholder engagementskillsand the ability to translate complex business priorities into clearpeoplestrategies. They will need to excel at cross-functional collaboration influence across boundaries and communicate with clarity and confidence in environments where confidentialityjudgmentand timing matter.

As a key member of the leadership teams they support this individual will be expected to drive alignment of people priorities with the broader S&P Global People Strategy while also bringing a clear point of view on where they can make decisions independently where they should seek leadership buy-in and where broader enterprise alignment is required.

StrategicPeople ForwardLeadership

• Partner with leaders across Legal Risk Compliance Communications and OCEO to define and executepeoplestrategies aligned to business priorities enterprise transformationobjectivesand future capability needs.

• Serve as a trusted advisor on organizational design workforce planning operating model effectiveness and leadership effectiveness within highly confidential regulated and reputationally sensitive environments.

• Lead and support enterprise transformation initiatives including organizational change restructuring integration efforts capabilitybuildingand new ways of working.

• Translate complex business regulatory reputational and transformation priorities intoclearpeopleimplicationsrecommendationsand action plans.

• Bring an enterprise mindset to portfolio support ensuring decisions are not made in isolation and that functionalpeoplestrategies align with broader company priorities.

Enterprise Transformation Governance & Decision Effectiveness

• Help leaders clarify decision rights governance forumsaccountabilitiesand escalation paths across complex matrixed stakeholder groups.

• Be clear on which decisions the role owns directly including day-to-day people advisory issue resolution execution of agreedpeopleplans and recommendations on talentorganizationand workforce actions.

• Know when to seek leadership buy-in particularly for decisions involving organizational design senior talent moves sensitive employee matters material risk reputationalconsiderationsor enterprise-wide precedent.

• Facilitate effective decision-making by surfacing trade-offs risksdependenciesand stakeholder considerations early.

• Partneracross People COEs Legal Risk Compliance CommunicationsFinanceand business leadership to ensure solutions are coordinated practical and aligned to enterprise standards.

Talent & Leadership Strategy

• Drive end-to-end talent strategy across the supported functions including succession planning leadership development critical role identification capabilityassessmentand talent movement.

• Partner with leaders toidentifycapability gaps across legal risk compliance communications governancetransformationand executive advisory capabilities and develop targeted plans to close them.

• Strengthen leadership effectiveness and bench strength through coaching structured developmentplanningand disciplined follow-through on talent actions.

• Support leaders in building teams that canoperateeffectively through ambiguitytransformationand heightened enterprise expectations.

• Use talent insights toanticipatefuture leadership and workforce needs not simply respond to immediate vacancies or issues.

Stakeholder Engagement & Cross-Functional Collaboration

• Build trusted proactive relationships with senior leaders and stakeholders across multiple enterprise functions balancing functional priorities with company-wide outcomes.

• Act as a connector across complex stakeholder groups helping leadersalign onpriorities dependenciesrisksand decisions.

• Communicate clearly and confidently with senior audiences tailoring messages to the needs of Legal Risk Compliance Communications OCEO and broader enterprise stakeholders.

• Influence without relying on hierarchy using sound judgment data business understanding and relationship credibility to move work forward.

• Ensure stakeholders are appropriately engaged at the right moments with clear distinction between consultation decision-makingescalationand communication.

Employee Relations & Culture

• Provideexpert guidance on complex and sensitive employee relations matters balancing business outcomes risk mitigation employeeexperienceand reputational considerations.

• Foster a culture of trust accountabilityinclusionand ethical rigor particularly in environments requiring high confidentiality and strong governance.

• Support leadership in driving employee engagementretentionand culture priorities with a focus on critical talent segments and teams undergoing change.

• Partner closely with Employee Relations Legal and Compliance colleagues to ensure sensitive matters are handled with consistencyfairnessandappropriate escalation.

• Help leaders model the behaviorsrequiredto lead through transformation including transparency accountabilitycollaborationand sound judgment.

Organizational Effectiveness

• Lead initiatives to enhance organizational performance agilitycollaborationand accountability across the supported functions.

• Assess organizational structures rolesinterfacesand ways of working toidentifyopportunities for simplification clearerownershipand stronger execution.

• Facilitate change management efforts tied to evolving business regulatory reputational and enterprise priorities.

• Support leaders in moving from strategy to execution ensuring priorities are translated into clear plans ownersmilestonesand follow-through.

• Identifyand address organizational friction points that slow decision-making diluteaccountabilityor create stakeholder misalignment.

Compensation & Rewards

• Partner with Total Rewards to design and implement competitive andequitablecompensation strategies aligned to market benchmarks businessneedsand enterprise standards.

• Provide guidance on executive compensation incentives and retention strategies for critical Legal Risk Compliance Communications and OCEO talent.

• Use compensation and rewards insights to support retentionsuccessionand workforce planning decisions.

• Ensure compensation recommendations are made withappropriate stakeholderengagementgovernanceand alignment to broader People processes.

Data-Driven Workforce Insights

• Leverage HR analytics including WorkdayVisierand other data sourcesto provideinsight-driven recommendations on workforce trends talent risks capabilitygapsand organizational health.

• Develop and present clear executive-level insights that help leaders maketimelyand well-informedpeopledecisions.

• Identifyopportunities to enhance engagement productivityretentionand organizational effectiveness through data-driven interventions.

• Use data to challenge assumptions clarify trade-offsand support stronger decision-making across complex stakeholder groups.

• Translate analytics into practical actions that leaders can understandownand execute.

S&P Global states that the anticipated base salary range for this position is $126676 to $221434. Final base salary for this role will be based on the individuals geographic location as well as experience level skill set training licenses and certifications.

In addition to base compensation this role is eligible for an annual incentive plan.

This role is eligible to receive additional S&P Global benefits. For more information on the benefits we provide to our employees please click here.

• 10 years of progressive HR experience including global HR business partnering and support for senior leaders.

• Demonstrated success partnering with senior leaders in complex Corporate Functions such as Legal Risk Compliance Communications OCEO Finance or similar enterprise functions.

• Strongtrack recordof influencing leadership and driving organizational change in complex matrixed and highly confidential environments.

• Experience supporting enterprise transformation operating model change organizationaldesignand workforce planning.

• Strong understanding of employment law regulatory considerations riskmanagementand reputational sensitivity.

• Demonstrated ability to clarify decision rightsestablishgovernance manageescalationand engage stakeholders effectively.

• Experience partnering across HR COEs and enterprise functions to deliver integrated people solutions.

• Proficiencywith WorkdayVisieror similar HR analytics tools.

• Strong analytical critical thinking executivecommunicationand stakeholder management skills.

• Bachelors degree in HR Business or related field or equivalent experience.

• Experience supporting highly regulated publiclytradedor global professional services environments.

• Demonstrated ability tooperatewith discretion soundjudgmentand confidence in sensitive or high-impact matters.

• Strong transformation and change management capability with experience helping leaders navigate ambiguity and complexity.

• Ability to balance strategic thinking with disciplined execution and follow-through.

• Proven ability to build trust quicklyinfluence acrossboundaries and communicate clearly with senior stakeholders.

About S&P Global Ratings
At S&P Global Ratings our analyst-driven credit ratings research and sustainable finance opinions provide critical insights that are essential to translating complexity into clarity so market participants can uncover opportunities and make decisions with conviction. By bringing transparency to the market through high-quality independent opinions on creditworthiness we enable growth across a wide variety of organizations including businesses governments and institutions.

S&P Global Ratings is a division of S&P Global (NYSE: SPGI). S&P Global is the worlds foremost provider of credit ratings benchmarks analytics and workflow solutions in the global capital commodity and automotive markets. With every one of our offerings we help many of the worlds leading organizations navigate the economic landscape so they can plan for tomorrow today.

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Our Mission:

Advancing Essential Intelligence.

Our People:

Were more than 35000 strong worldwideso were able to understand nuances while having a broad perspective. Our team is driven by curiosity and a shared belief that Essential Intelligence can help build a more prosperous future for us finding new ways to measure sustainability to analyzing energy transition across the supply chain to building workflow solutions that make it easy to tap into insight and apply it. We are changing the way people see things and empowering them to make an impact on the world we live in. Were committed to a more equitable future and to helping our customers find new sustainable ways of doing business. Join us and help create the critical insights that truly make a difference.

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Benefits:

We take care of you so you cantake care of business. We care about our people. Thats why we provide everything youand your careerneed to thrive at S&P Global.

Our benefits include:

• Health & Wellness: Health care coverage designed for the mind and body.

• Flexible Downtime: Generous time off helps keep you energized for your time on.

• Continuous Learning: Access a wealth of resources to grow your career and learn valuable new skills.

• Invest in Your Future: Secure your financial future through competitive pay retirement planning a continuing education program with a company-matched student loan contribution and financial wellness programs.

• Family Friendly Perks: Its not just about you. S&P Global has perks for your partners and little ones too with some best-in class benefits for families.

• Beyond the Basics: From retail discounts to referral incentive awardssmall perks can make a big difference.

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At S&P Global we are committed to fostering a connected andengaged workplace where all individuals have access to opportunities based on their skills experience and contributions. Our hiring practices emphasize fairness transparency and merit ensuring that we attract and retain top talent. By valuing different perspectives and promoting a culture of respect and collaboration we drive innovation and power global markets.

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