The Director, People Experience Partnership is responsible for leading and developing a team of People Experience Partners and will have a small business portfolio, delivering strategic people partnership solutions. This role serves as a trusted advisor to senior leaders, ensuring that people strategies, organizational effectiveness initiatives, and talent decisions are aligned with business priorities and support the achievement of organizational goals.

The role balances enterprise thinking with hands-on partnership, providing leadership on complex people matters while building the capability of the PXP team to deliver consistent, high-impact support across the organization.

This role will lead the PXP team and report to the VP, People.

Accountabilities:

Leadership of the PXP Team

• Lead, coach, and develop a high-performing team of PXPs to deliver strategic and consistent support across the organization.

• Establish clear goals, priorities, and performance expectations aligned to enterprise people and business objectives.

• Build team capability through coaching, mentoring, knowledge-sharing, and ongoing professional development.

• Foster a culture of collaboration, accountability, innovation, and continuous improvement within the team.

• Ensure resources, workload, and priorities are effectively managed to maximize impact and service delivery.

Strategic Business Partnership

• Serve as the primary People Experience advisor to a small portfolio of leaders , providing guidance on people strategies that enable business objectives and organizational performance.

• Partner with leaders to understand business priorities, workforce challenges, and future capability requirements, translating these into actionable people initiatives.

• Influence organizational decisions by providing insights on talent, culture, organizational effectiveness, leadership capability, and employee experience.

• Anticipate organizational risks and opportunities and proactively recommend solutions that support sustainable business outcomes.

• Act as a trusted thought partner to executives during periods of growth, transformation, integration, and organizational change.

Employee Relations, Risk Management & Escalations

• Provide strategic oversight and guidance on complex employee relations matters, ensuring consistent, fair, and legally compliant outcomes.

• Act as the senior escalation point for sensitive workplace issues, including performance management, conduct concerns, workplace investigations, accommodation matters, conflict resolution, and involuntary separations.

• Partner with business leaders to assess people-related risks and determine appropriate courses of action that balance employee experience, organizational risk, and business needs.

• Coach and support PXPs and leaders in managing difficult employee situations, building capability and confidence in addressing people challenges effectively.

• Ensure employee relations practices are applied consistently across the organization and align with company values, employment legislation, regulatory requirements, and internal policies.

• Monitor trends in employee relations matters to identify systemic issues, emerging risks, and opportunities for proactive intervention and organizational improvement.

• Collaborate with Legal, Compliance, Risk, and other stakeholders as required to mitigate risk and support sound decision-making on complex cases.

• Promote early resolution of workplace concerns through coaching, mediation, and practical problem-solving approaches that foster positive employee and leader experiences.

Enterprise Collaboration and People Strategy Execution

• Partner closely with PX COEs in PX, Operations, Total Rewards, Talent Management, and Organizational Effectiveness to ensure people programs, policies, and practices effectively address business needs.

• Provide business insights and feedback to support the design, enhancement, and execution of enterprise people initiatives.

• Ensure the consistent implementation and application of people policies, programs, and frameworks across the organization.

• Facilitate collaboration across business units to promote alignment, best practices, and integrated people solutions.

• Contribute to the development and execution of enterprise People Experience strategies and priorities.

Change Leadership and Employee Experience

• Lead and support organizational change initiatives, ensuring people impacts are assessed and effectively managed.

• Equip leaders with tools, strategies, and guidance to successfully navigate organizational transitions.

• Champion a positive employee experience by identifying opportunities to enhance engagement, inclusion, wellbeing, and culture.

• Monitor employee sentiment, turnover, engagement, performance results and organizational health metrics, recommending actions to address emerging themes and risks.

• Drive adoption of enterprise people programs and initiatives through effective stakeholder engagement and change management

PXP Portfolio ownership

• In addition to the above, the Director, PXP will also support a small portfolio, providing end-to-end HR business partnership support.

Qualifications:

• 7+ years of progressive Human Resources experience, including at least 5 years in an HR Business Partner or equivalent role within a complex, matrixed corporate environment.
• 3-5 years of people leadership experience, with a demonstrated ability to develop, coach, and lead high-performing teams.
• Proven success partnering with senior leaders and executives to align people strategies with business objectives and organizational priorities.
• Strong knowledge of employment legislation, regulatory compliance, employee relations, workplace investigations, accommodations, and organizational risk management.
• Experience advising leaders on complex people matters, conflict resolution, workforce planning, organizational design, and change initiatives.
• Demonstrated ability to build credibility, influence decision-making, and effectively manage stakeholders at all levels of the organization.
• Strong business acumen with the ability to balance business needs, risk considerations, and employee experience.
• Exceptional communication, facilitation, and presentation skills, supported by a confident executive presence and leadership coaching capability.
• Undergraduate degree in Human Resources, Business, or a related field. Or equivalent experience.
• CHRP or CHRL designation preferred.

LI-Hybrid