HR Business Partner Financial Services

Position Overview International has a great opportunity for an HR Business Partner that will support our International Financial Team. International Financial delivers flexible financing solutions for our customers. The HR Business Partner is a strategic enabler of enterprise performance responsible for shaping the workforce leadership capability and organizational design required to support International Financials business strategy customer experience operational execution governance and growth priorities. This individual will operate as a trusted advisor to senior International Financial and business leaders ensuring people skills culture and leadership practices evolve in alignment with the needs of a regulated customer-facing financial services organization. The role directly influences business performance by enabling scalable talent practices strengthening leader capability improving organizational effectiveness and supporting execution across International Financials evolving operating model. This role goes beyond traditional HR partnership by anticipating future capability needs guiding complex transformation supporting governance and risk-aware talent practices and translating International Financials strategy into sustainable human and organizational outcomes. The HR Business Partner enables strategic workforce capability across the following domains: Customer-Centric Financial Solutions - Supports talent and leadership practices that enable a customer-focused financing model improved dealer and end-customer experience and a seamless financing journey. Dealer and Commercial Enablement - Aligns workforce planning and leadership capability with dealer network priorities commercial collaboration market penetration and sales enablement. Operational Simplification and Process Effectiveness - Partners with leaders to build organizational capability for process redesign cross-functional collaboration modernization and improved execution. Risk Governance and Compliance - Reinforces talent leadership and culture practices that support integrity transparency ethical conduct enterprise risk management business continuity and credit risk oversight. Funding Capital and Portfolio Growth - Supports workforce and leadership capability aligned to funding strategy liquidity planning portfolio growth capital strength and disciplined risk management. Digital Data and Analytics Capability - Enables talent strategies that strengthen data-informed decision-making scalable analytics system modernization and operational insight. Talent Management and Succession Readiness - Builds leadership depth succession planning discipline critical-role coverage targeted development and future-ready capabilities. Culture Engagement and Change Leadership - Strengthens culture through collaboration transparency accountability continuous learning and employee engagement aligned to transformation priorities. *International Financial services are provided by Navistar Financial Corporation. Responsibilities Strategic Advisory and Workforce Foresight Serve as a strategic advisor to International Financial leaders on workforce implications of business strategy operating model shifts governance expectations market dynamics and transformation priorities. Lead forward-looking workforce planning to ensure critical capabilities are built ahead of demand particularly in regulated financial services customer-facing operations dealer enablement risk analytics and leadership effectiveness. Influence leadership decisions by connecting people strategy to business performance customer outcomes governance effectiveness risk mitigation and long-term value creation. Partner with leaders to identify workforce risks and opportunities before they affect execution engagement organizational stability or business results. Talent Strategy and Capability Enablement Architect talent strategies including hiring development succession retention and critical-role planning that directly enable International Financials strategic priorities. Support scalable talent practices role architecture governance effectiveness and leadership capability for regulated financial-services operations. Shape role design career paths and skills frameworks for emerging and evolving roles in financial services customer experience operations data risk funding and dealer enablement. Strengthen succession readiness and bench strength for critical leadership and specialist roles. Ensure talent investments deliver measurable business impact and readiness for future-state capabilities. Organizational Effectiveness and Change Leadership Advise on organization design restructuring role clarity decision rights operating rhythms and team models to improve scalability accountability collaboration and execution effectiveness. Act as a key change leader during business transformation system modernization process improvement governance evolution and integration with TRATON Financial Services (TFS) and International priorities. Help leaders simplify complexity strengthen cross-functional collaboration and create sustainable ways of working between International Financial TFS Commercial Finance Legal Compliance Operations and external partners. Build leader capability to operate effectively in environments characterized by regulatory complexity market pressure operational change and ambiguity. Culture Engagement and Employee Relations Foster a high-performance inclusive customer-focused culture that supports collaboration accountability continuous learning ethical conduct and operational discipline. Navigate complex employee relations matters with sound judgment protecting both enterprise interests and employee trust. Reinforce cultural norms that support speed ease convenience integrity transparency and quality execution. Partner with leaders to translate employee feedback engagement insights and workforce data into practical action plans that improve the employee experience and strengthen team performance. HR Strategy Execution and Enterprise Integration Serve as the primary conduit between HR Centers of Excellence and International Financial ensuring HR programs are effectively deployed adopted and connected to business priorities. Ensure consistent application of HR policies compliance requirements governance standards and talent processes across the organization. Provide executive-level coaching to leaders on people decisions talent risks organizational trade-offs performance expectations and leadership accountability. Coordinate HRX resources to deliver seamless business-focused solutions across talent rewards employee relations leadership development workforce planning organization effectiveness and shared services. Use workforce analytics financial insights and business context to inform recommendations and support stronger leadership decision-making. Minimum Requirements Bachelors degree and at least 9 years of HR or Organizational Development experience At least 2 years of lead experience OR Masters degree and at least 5 years of HR or Organizational Development experience At least 2 years of lead experience OR At least 12 years of HR or Organizational Development experience At least 2 years of lead experience Additional Requirements Qualified candidates excluding current employees must be legally authorized on an unrestricted basis (US Citizen Legal Permanent Resident Refugee or Asylee) to be employed in the United States. We do not anticipate providing employment related work sponsorship for this position (e.g. H-1B status) Desired Skills Strategic HR Leadership: Proven experience as an HR Business Partner or similar role operating at a strategic enterprise level preferably within financial services regulated business environments commercial operations or complex matrixed organizations. Financial Services and Business Acumen: Strong ability to connect people strategy with business outcomes customer experience governance risk funding commercial execution and operational performance. Executive Influence: Exceptional communication coaching facilitation and influencing skills with credibility at senior leadership levels. Organizational Effectiveness: Demonstrated ability to advise on organization design role clarity decision rights operating models governance and scalable ways of working. Talent and Succession Leadership: Experience leading talent reviews succession planning critical-role planning leadership development and retention strategies. Analytical and Systems Thinking: Ability to leverage workforce data business insights employee feedback financial context and talent trends to inform recommendations and anticipate future needs. Risk-Aware Judgment: Ability to balance business needs employee experience policy consistency compliance governance and leadership accountability. Change Leadership: Demonstrated success supporting organizational change process improvement system modernization business transformation and workforce capability building. Collaboration Across a Matrix: Proven ability to work effectively across HR Finance Legal Compliance Commercial Operations TFS TRATON and other enterprise stakeholders. Culture and Engagement Focus: Ability to help leaders create a high-performing inclusive customer-focused culture grounded in integrity accountability transparency and continuous improvement. Benefits and Compensation This position offers competitive market-based compensation along with a comprehensive benefits package designed to support employee wellbeing. You can learn more about the benefits offered for this position by visiting The expected salary offered for this position will fall within the stated range with the final offer based on the candidates applicable skills knowledge and experience. Company Overview About TRATON With its brands Scania MAN International and Volkswagen Truck & Bus TRATON SE is the parent and holding company of the TRATON GROUP and one of the worlds leading commercial vehicle manufacturers. The Groups product portfolio comprises trucks buses and light-duty commercial vehicles. Transforming Transportation Together. For a sustainable world.: this intention underlines the Companys ambition to have a lasting and sustainable impact on the commercial vehicle business and on the Groups commercial growth. About International From a one-man company built on the world-changing invention of the McCormick reaper in 1831 to the 15000-person-strong company we are todayfew companies can lay claim to a history like International. Based in Lisle Illinois International Motors LLC* creates solutions that deliver greater uptime and productivity to our customers throughout the full operation of our commercial vehicles. We build International trucks and engines and IC Bus school and commercial buses that are as tough and as smart as the people who drive them. We also develop Fleetrite aftermarket everything we do our vision is to accelerate the impact of sustainable mobility to create the cleaner safer world we all deserve. As of 2021 we joined Scania MAN and Volkswagen Truck & Bus in TRATON GROUP a global champion of the truck and transport services industry. To learn more visit . *International Motors LLC is d/b/a International Motors USA in Illinois Missouri New Jersey Ohio Texas and Utah. EEO Statement We are an Equal Opportunity Employer. We evaluate qualified applicants without regard to race color religion sex sexual orientation gender identity national origin disability veteran status and other legally protected characteristics. If you are a qualified individual with a disability and require a reasonable accommodation to access the online application system or participate in the interview process due to your disability please request assistance. Kindly specify Job Requisition Number / Job Title and Location in response. Otherwise your request may not be considered.
Strategic Advisory and Workforce Foresight Serve as a strategic advisor to International Financial leaders on workforce implications of business strategy operating model shifts governance expectations market dynamics and transformation priorities. Lead forward-looking workforce planning to ensure critical capabilities are built ahead of demand particularly in regulated financial services customer-facing operations dealer enablement risk analytics and leadership effectiveness. Influence leadership decisions by connecting people strategy to business performance customer outcomes governance effectiveness risk mitigation and long-term value creation. Partner with leaders to identify workforce risks and opportunities before they affect execution engagement organizational stability or business results. Talent Strategy and Capability Enablement Architect talent strategies including hiring development succession retention and critical-role planning that directly enable International Financials strategic priorities. Support scalable talent practices role architecture governance effectiveness and leadership capability for regulated financial-services operations. Shape role design career paths and skills frameworks for emerging and evolving roles in financial services customer experience operations data risk funding and dealer enablement. Strengthen succession readiness and bench strength for critical leadership and specialist roles. Ensure talent investments deliver measurable business impact and readiness for future-state capabilities. Organizational Effectiveness and Change Leadership Advise on organization design restructuring role clarity decision rights operating rhythms and team models to improve scalability accountability collaboration and execution effectiveness. Act as a key change leader during business transformation system modernization process improvement governance evolution and integration with TRATON Financial Services (TFS) and International priorities. Help leaders simplify complexity strengthen cross-functional collaboration and create sustainable ways of working between International Financial TFS Commercial Finance Legal Compliance Operations and external partners. Build leader capability to operate effectively in environments characterized by regulatory complexity market pressure operational change and ambiguity. Culture Engagement and Employee Relations Foster a high-performance inclusive customer-focused culture that supports collaboration accountability continuous learning ethical conduct and operational discipline. Navigate complex employee relations matters with sound judgment protecting both enterprise interests and employee trust. Reinforce cultural norms that support speed ease convenience integrity transparency and quality execution. Partner with leaders to translate employee feedback engagement insights and workforce data into practical action plans that improve the employee experience and strengthen team performance. HR Strategy Execution and Enterprise Integration Serve as the primary conduit between HR Centers of Excellence and International Financial ensuring HR programs are effectively deployed adopted and connected to business priorities. Ensure consistent application of HR policies compliance requirements governance standards and talent processes across the organization. Provide executive-level coaching to leaders on people decisions talent risks organizational trade-offs performance expectations and leadership accountability. Coordinate HRX resources to deliver seamless business-focused solutions across talent rewards employee relations leadership development workforce planning organization effectiveness and shared services. Use workforce analytics financial insights and business context to inform recommendations and support stronger leadership decision-making.
Bachelors degree and at least 9 years of HR or Organizational Development experience At least 2 years of lead experience OR Masters degree and at least 5 years of HR or Organizational Development experience At least 2 years of lead experience OR At least 12 years of HR or Organizational Development experience At least 2 years of lead experience