Human Resources Business Partner Associate Director

Location: Hybrid - 8 days a month in the office (Kennesaw GA, Riverwoods IL, Wichita KS, Dallas TX, Ontario Canada) Make your impact where strategy meets people As a forwardu2011looking business partner, youu2019ll serve as a strategic adviser to executive leadership and a champion of culture. You will shape and deliver an integrated, inclusive people strategy that advances business outcomesu2014linking talent, organization, and culture to the unitu2019s growth agenda. What youu2019ll do + Cou2011create the People Strategy. Partner with leaders to translate business goals into targeted human capital strategies; align with HR Centers of Excellence (COEs) to bring the best of Talent, Total Rewards, and HR Operations to the Customer Unit. + Design the organization for scale. Lead organizational design efforts (structure, roles, capabilities) that enable growth and efficiency; advise on workforce planning and critical capability build. + Elevate the talent lifecycle. Oversee endu2011tou2011end talent practices within the Customer Unitu2014including Talent Acquisition , Employee Engagement & Culture , Learning , Leadership Development , and Total Rewards u2014ensuring they are equitable, datau2011informed, and outcomesu2011focused. + Lead change and transition. Drive change and adoption for strategic initiatives; coach leaders and teams through transformations with clear narratives, stakeholder plans, and measurable success criteria. + Be a trusted adviser and culture catalyst. Build credible relationships with executives and people leaders; model values and behaviors that strengthen inclusion, accountability, and performance. + Operationalize with excellence. Ensure people programs are implemented effectively by communicating expectations, enabling leaders with tools, and tracking adoption and impact. + Stay ahead of the curve. Monitor people trends, regulatory changes, and industry best practices; bring insights and recommendations that keep the Customer Unit futureu2011ready. + Support M&A moments. Contribute to due diligence, organizational assessments, and change readiness across acquisitions, mergers, and integrations in partnership with HR COEs and business leaders. How youu2019ll measure success (12u201318 months) + A clear, leaderu2011owned People Strategy & roadmap aligned to business priorities. + Org design changes implemented with measurable improvements in span, layers, and decision velocity. + Critical roles filled and succession benches built; improved internal mobility and timeu2011tou2011productivity. + Stepu2011change in manager capability (coaching, feedback, performance differentiation) and sustained engagement gains. + Successful change adoption for priority initiatives, evidenced by KPI movement and stakeholder feedback. + Demonstrable progress on inclusion, equity, and belonging outcomes across the talent lifecycle. What youu2019ll bring + Strategic HRBP experience supporting senior executives in complex, matrixed environments. + Depth across Org Design , Talent Management , Leadership Development , Change & Transition Management , and partnership with COEs . + Business acumen and comfort with datau2014able to connect talent metrics to growth, productivity, risk, and customer outcomes. + Executive coaching skill setu2014listening deeply, challenging constructively, and influencing decisions through insight and evidence. + Proven ability to operationalize programs at scale while tailoring for the Customer Unitu2019s context. + Integrity, discretion, and cultural fluency ; commitment to inclusive practices and equitable outcomes. + Bacheloru2019s degree required; Masteru2019s degree or relevant certifications (e.g., OD, change, coaching) a plus. TRAVEL: Quarterly travel to meet in-person with business leaders, approximately 30% of the time. #LI-Hybrid Directeur(trice) associu00e9(e), Partenaire du2019affaires u2013 Ressources humaines Wolters Kluwer u2013 R0054251 Lieu : Hybride u2013 8 jours par mois au bureau (Kennesaw GA, Riverwoods IL, Wichita KS, Dallas TX, Ontario Canada) Ayez un impact lu00e0 ou00f9 la stratu00e9gie rencontre lu2019humain u00c0 titre de partenaire du2019affaires RH tournu00e9 vers lu2019avenir, vous agirez comme conseiller(u00e8re) stratu00e9gique aupru00e8s de la haute direction et comme champion(ne) de la culture organisationnelle. Vous fau00e7onnerez et livrerez une stratu00e9gie intu00e9gru00e9e et inclusive en matiu00e8re de personnel qui favorise les ru00e9sultats du2019affairesu2014en reliant les talents, lu2019organisation et la culture aux objectifs de croissance de lu2019unitu00e9. Ce que vous ferez + Cocru00e9er la stratu00e9gie RH. Collaborer avec les leaders afin de traduire les objectifs du2019affaires en stratu00e9gies ciblu00e9es de gestion du capital humain; vous assurer de lu2019alignement avec les Centres du2019excellence RH (COE) pour offrir le meilleur des volets Talent, Ru00e9munu00e9ration globale et Opu00e9rations RH u00e0 lu2019unitu00e9 client. + Concevoir une organisation u00e9volutive. Diriger les efforts de conception organisationnelle (structure, ru00f4les, capacitu00e9s) qui favorisent la croissance et lu2019efficacitu00e9; conseiller sur la planification de la main-du2019u0153uvre et le du00e9veloppement des capacitu00e9s critiques. + u00c9lever le cycle de vie des talents. Superviser les pratiques de gestion des talents au sein de lu2019unitu00e9u2014incluant lu2019acquisition de talents, lu2019engagement des employu00e9s et la culture, lu2019apprentissage, le du00e9veloppement du leadership et la ru00e9munu00e9ration globaleu2014tout en veillant u00e0 ce quu2019elles soient u00e9quitables, basu00e9es sur les donnu00e9es et axu00e9es sur les ru00e9sultats. + Diriger le changement et la transition. Soutenir la gestion du changement et lu2019adoption des initiatives stratu00e9giques; accompagner les leaders et les u00e9quipes u00e0 travers les transformations gru00e2ce u00e0 des communications claires, des plans de parties prenantes et des critu00e8res mesurables de ru00e9ussite. + u00catre un(e) conseiller(u00e8re) de confiance et un catalyseur culturel. Bu00e2tir des relations cru00e9dibles avec les dirigeants et les gestionnaires; incarner les valeurs et comportements qui renforcent lu2019inclusion, la responsabilisation et la performance. + Assurer une mise en u0153uvre exemplaire. Veiller u00e0 ce que les programmes RH soient exu00e9cutu00e9s efficacement en communiquant clairement les attentes, en outillant les leaders et en assurant le suivi de lu2019adoption et de lu2019impact. + Rester u00e0 lu2019avant-garde. Surveiller les tendances RH, les changements ru00e9glementaires et les meilleures pratiques de lu2019industrie; proposer des perspectives et des recommandations pour pru00e9parer lu2019unitu00e9 client u00e0 lu2019avenir. + Soutenir les activitu00e9s de F&A. Contribuer u00e0 la diligence raisonnable, aux u00e9valuations organisationnelles et u00e0 la pru00e9paration au changement lors du2019acquisitions, fusions et intu00e9grations, en collaboration avec les COE RH et les leaders du2019affaires. Comment votre succu00e8s sera mesuru00e9 (12u201318 mois) + Une stratu00e9gie RH claire, appartenant aux leaders, accompagnu00e9e du2019une feuille de route alignu00e9e aux prioritu00e9s du2019affaires. + Des changements en conception organisationnelle entrau00eenant des amu00e9liorations mesurables en matiu00e8re du2019u00e9tendue de supervision, de niveaux hiu00e9rarchiques et de rapiditu00e9 du00e9cisionnelle. + Des ru00f4les critiques comblu00e9s et des plans de relu00e8ve solides; amu00e9lioration de la mobilitu00e9 interne et de la rapiditu00e9 de productivitu00e9. + Progru00e8s significatif des compu00e9tences des gestionnaires (coaching, ru00e9troaction, diffu00e9renciation de performance) et gains soutenus en engagement des employu00e9s. + Adoption ru00e9ussie des initiatives prioritaires, du00e9montru00e9e par lu2019u00e9volution des indicateurs de performance et la ru00e9troaction des parties prenantes. + Progru00e8s du00e9montrable en matiu00e8re du2019inclusion, du2019u00e9quitu00e9 et de sentiment du2019appartenance u00e0 travers le cycle de vie des talents. Ce que vous apporterez + Expu00e9rience stratu00e9gique en tant que HRBP soutenant des cadres supu00e9rieurs dans des environnements complexes et matriciels. + Expertise en conception organisationnelle, gestion des talents, du00e9veloppement du leadership, gestion du changement et des transitions, et collaboration avec les COE. + Sens des affaires et aisance avec les donnu00e9esu2014capacitu00e9 u00e0 relier les indicateurs de talents u00e0 la croissance, la productivitu00e9, le risque et les ru00e9sultats client. + Compu00e9tences en coaching exu00e9cutifu2014u00e9coute approfondie, remise en question constructive et capacitu00e9 du2019influencer les du00e9cisions par lu2019analyse et les faits. + Capacitu00e9 avu00e9ru00e9e u00e0 opu00e9rationnaliser des programmes u00e0 grande u00e9chelle tout en les adaptant au contexte de lu2019unitu00e9 client. + Intu00e9gritu00e9, discru00e9tion et sensibilitu00e9 culturelle; engagement envers les pratiques inclusives et les ru00e9sultats u00e9quitables. + Baccalauru00e9at requis; mau00eetrise ou certifications pertinentes (ex. : DO, changement, coaching) un atout. Du00e9placements : Du00e9placements trimestriels pour des rencontres en personne avec les leaders du2019affaires, environ 30 % du temps. #LI-Hybrid Our Interview Practices _To maintain a fair and genuine hiring process, we kindly ask that all candidates participate in interviews without the assistance of AI tools or external prompts. Our interview process is designed to assess your individual skills, experiences, and communication style. We value authenticity and want to ensure weu2019re getting to know youu2014not a digital assistant. To help maintain this integrity, we ask to remove virtual backgrounds and include in-person interviews in our hiring process. Please note that use of AI-generated responses or third-party support during interviews will be grounds for disqualification from the recruitment process._ _Applicants may be required to appear onsite at a Wolters Kluwer office as part of the recruitment process._ Compensation: $111,200.00 - $198,650.00 USD This role is eligible for Bonus. _Compensation range listed is based on primary location of the position. Actual base salary offer is influenced by a wide array of factors including but not limited to skills, experience and actual hiring location. Your recruiter can share more information about the specific offer for the job location during the hiring process._ Additional Information : Wolters Kluwer offers a wide variety of competitive benefits and programs to help meet your needs and balance your work and personal life, including but not limited to: Medical, Dental, & Vision Plans, 401(k), FSA/HSA, Commuter Benefits, Tuition Assistance Plan, Vacation and Sick Time, and Paid Parental Leave. Full details of our benefits are available upon request.EQUAL EMPLOYMENT OPPORTUNITY Wolters Kluwer U. S. Corporation and all of its subsidiaries, divisions and customer/business units is an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.

Created: 2026-02-20