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Core Competencies
Role fitCore Competencies
Use this summary to align your resume positioning with the role.
Demonstrates expertise in HR business partnership, talent management, and organizational development, with a strong focus on facilitating behavior change and delivering impactful learning solutions. Capable of diagnosing complex organizational challenges and adapting enterprise resources to meet local needs effectively.
Highest-signal resume keywords
HR Business PartnershipTalent ManagementOrganizational DevelopmentFacilitation SkillsChange Leadership
ATS Keywords
Tailor your resumeApplicant Tracking System Keywords
Tip: use these terms in your resume and cover letter to boost ATS matches.
Hard Skills
Organizational DiagnosisLeadership DevelopmentInternal ConsultingData AnalysisLearning Delivery Approaches
Soft Skills
AdaptabilityCoachingInfluenceCollaborationJudgment
Tools & Technologies
Learning TechnologiesVirtual Facilitation ToolsLeader ToolkitsCohort Experiences
Industry Keywords
Behavior ChangeTalent DataBusiness StrategyDecentralized Operating ModelMulti-OpCo Partnership
About the role
Key responsibilities & impact- Build a deep understanding of each assigned Operating Company’s strategy, operating model, leadership strengths, and talent risks through an embedded partnership with OpCo HRVP, HR business partners, and OpCo people leaders.
- Partner with operating company HR teams to clarify the real business problems to solve and shape targeted responses.
- Translate business challenges into clear leadership, capability, and talent implications.
- Shape, recommend, co-create, and embed practical solutions by drawing from enterprise curriculum, assessments, coaching, development plans, and learning assets as options. Use what already exists when it will work.
- Co‑design and deliver with HRVPs and other leaders when the circumstances make sense to build internal activation capability.
- Personally facilitate and deliver high impact workshops, team installations, and leadership sessions when expertise, behavior change, or alignment is critical.
- Maintain ongoing partnership with the Operating Company HR team to monitor progress, adjust the approach, and reinforce follow-through until the change is sticking.
- Stay accountable for outcomes over time — not just design and delivery — and prioritize solutions that support the business strategy and maximize business impact.
- Own the ‘20% localization’ for Partnership Programs — adapting enterprise curriculum to the OpCo’s context, use cases, and operating cadence in partnership with the HRVP or OpCo customer.
Requirements
What you’ll need- Bachelor’s degree required, ideally in Human Resources, Business, Organizational Development, Industrial/Organizational Psychology, Education, or a related field. Master’s degree preferred.
- Typically 8+ years of experience across HR business partnership, talent management, leadership development, organizational development, internal consulting, or related business-facing talent roles.
- Experience operating as an internal consulting partner to leaders at all levels ideally through long-term engagements.
- Demonstrated ability to diagnose complex organizational and leadership challenges.
- Strong facilitation and coaching skills; comfortable shaping demand, challenging assumptions, and prioritizing what matters most.
- Highly adaptable and scrappy; able to learn a new business quickly, build credibility without a lot of infrastructure, and operate comfortably in ambiguity.
- Judgment to resist building from scratch when an existing enterprise asset or simpler approach will work; able to design and build a solution end-to-end only when needed.
- Fluency with modern learning delivery approaches and tools (virtual and in-person facilitation, cohort experiences, leader toolkits, and learning technologies) to scale adoption across operating companies.
- Able to operate in a dual mode: as a trusted internal consulting partner (diagnosis, influence, alignment through the HRVP) and as a hands-on L&D practitioner (direct delivery, installation, and reinforcement in the flow of work).
- Experience working effectively in a decentralized, multi-OpCo or matrixed operating model—balancing local context with enterprise resources and building durable partnerships with OpCo HRVPs and leaders.
- Strong change leadership and implementation discipline; able to move from concept to sustained behavior change and stay accountable for results over time.
- Data-informed orientation: comfortable using qualitative and quantitative inputs (business signals, talent data, feedback) to diagnose needs and demonstrate impact.
Benefits
Comp & perks- Health insurance
- Professional development opportunities