Director, Global Human Resources Business Partner – Global Operations

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The Director, Global HR Business Partner, Operations & Transformation serves as a strategic advisor to senior Global Operations leaders. The role leads complex change, organizational design and workforce initiatives across a global, matrixed organization while balancing enterprise consistency with regional and functional needs. 

Lead change management for complex business and operating-model transformations, translating strategy into practical adoption plans, stakeholder alignment, communications, leadership actions and measurable outcomes. 

Lead organizational design and effectiveness work, including operating-model assessment, organization structure, role clarity, spans and layers, decision rights, capability needs and implementation planning. 

Partner with senior Global Operations leaders to understand business strategy, operating priorities and workforce implications, then develop multi-year people strategies that enable execution. 

Operate effectively across a highly matrixed global organization, working through regional HR partners, COEs and cross-functional stakeholders to align priorities and deliver outcomes without relying solely on direct authority. 

Diagnose organizational, leadership and talent challenges using business context, workforce insights and data; convert findings into clear recommendations and executable plans. 

Coach and advise senior leaders and leadership teams on transformation, leadership effectiveness, succession, talent movement, performance and complex employee-relations matters. 

Lead strategic HR initiatives such as workforce planning, talent management, future-of-work programs, investment cases, mergers and acquisitions, diligence and integration. 

Coordinate global HR program rollouts, ensuring solutions are adapted appropriately across regions while maintaining enterprise standards and intent. 

Shape scalable HR solutions by acting as a feedback loop to Talent Management, Total Rewards, Talent Acquisition, People Services, Employee Relations and other COEs. 

Support annual people processes, including workforce planning, hiring strategy, talent and performance reviews, succession planning, merit, promotion and incentive planning. 

At TransUnion, we encourage and are committed to creating a real, positive impact and shared sense of purpose within our Workforce for Good, which empowers our people to grow, innovate and contribute to a better future for our communities and customers. We strive to build an environment where our associates are in the driver’s seat of their professional development— while having access to help along the way. We recognize that success comes when our associates thrive both professionally and personally; that’s why we prioritize work/life flexibility and offer resources for our teams across the globe to collaborate and drive excellence.

Be a part of our Workforce for Good – you’ll work with great people, pioneering products and cutting-edge technology.

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Strong, demonstrated change management experience leading complex transformations from strategy through adoption in a global organization. Experience should include stakeholder alignment, change-impact assessment, communications, leader enablement and measurement of adoption. 

Deep organizational design and effectiveness experience, including operating models, structure, spans and layers, decision rights, role clarity and implementation. 

Demonstrated success working in highly matrixed organizations and influencing senior leaders, regional teams, COEs and cross-functional partners without direct authority. 

Meaningful global experience supporting leaders, teams or transformation initiatives across multiple regions, countries or cultures. 

At least 8 years of progressive HR experience, including substantial HR business partner experience supporting senior leaders in a large, complex organization. 

Track record of developing and executing people strategies that support business transformation, operational performance and long-term workforce needs. 

Strong consulting and diagnostic capability, with the ability to simplify complex issues, identify root causes and move leaders toward practical decisions and actions. 

Bachelor’s degree or international equivalent required; advanced study in Human Resources, Organizational Development, Industrial/Organizational Psychology, Change Management or Business is preferred. 

Required Technical Skills 

• Proficiency using workforce data and people analytics to diagnose organizational issues, develop recommendations and measure outcomes. 
• Advanced Microsoft PowerPoint skills for executive-level storytelling and decision materials. 
• Strong Microsoft Excel skills for workforce analysis, scenario planning and business cases. 
• Experience with enterprise HR systems and reporting tools; Workday experience is beneficial. 

We’re also looking for the preferred skills below. Whether you are proficient or could use some brushing up, we’re happy to support your career development and growth in: 

• Experience supporting global operations, shared services, technology-enabled operations or another large-scale service-delivery organization. 
• Experience leading the people side of mergers, acquisitions, integrations or major operating-model changes.