SVP, HR Business Partner
jfo_jfm_hr-business-partnering-generalist-hr-generalist · E2 — E2 — Senior Director (Executive) · Executive
Serves as the senior executive HR partner to top business leadership, aligning people strategy with enterprise-wide business objectives.
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Track
Executive
Family rungs priced
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Coordinates
2 / 4 spaces
pay@2 · 2026-07
What this role is
Serves as the senior executive HR partner to top business leadership, aligning people strategy with enterprise-wide business objectives. At the Senior Director (Executive) (E2) level, the role owns multiple functions or a major area, multi-function strategy and risk, and drives major-area outcomes. Leads function leaders.
What this level does
- Leads HR business partnering across multiple functions or divisions through VPs and Directors, integrating people strategies where decisions can impact the viability of those divisions
- Negotiates critical, high-consequence people matters — large-scale redundancies, restructures, executive grievances with legal or financial risk — with top divisional leaders
- Shapes cross-functional talent, culture, and succession strategy across the divisions supported, resolving abstract issues with material business consequence
- Sets the HR strategic agenda for a significant business unit, aligning company goals with human resource strategy at scale
- Advocates for and defends enterprise talent and change agendas across division leadership teams
- Knowledge applied
- Applies cross-functional judgment to abstract, high-consequence people issues; integrates HR strategy across multiple functions or divisions.
- Complexity & problem solving
- Solves problems where decisions may impact division or company viability — large restructures, complex multi-party negotiations.
- Collaboration & interaction
- Negotiates critical matters with top leaders; leads multiple functions or divisions through VPs (E1–E2).
- Typical experience
- 15+ years, with strategic leadership of HR functions or significant business units.
Skills at this level
- Strategic thinking
- — Plans strategic HR initiatives and develops enterprise people strategy that aligns organizational structure, culture, and talent to overall business goals.
- Business acumen
- — Understands how the company generates revenue, manages costs, competes, and measures success so that people strategies directly support business priorities at the enterprise level.
- Talent management
- — Identifies high-potential employees, designs enterprise succession plans, and implements strategies to retain top talent across business areas.
- Change management
- — Leads and owns organization-wide change initiatives — restructures, transformation, integration — managing the people risk and cultural shift they carry.
- Stakeholder management
- — Manages relationships with business leaders, C-suite executives, department heads, and boards to advance and defend the enterprise people agenda.
- Data literacy
- — Analyzes people data — turnover, retention, workforce planning metrics — to draw insights on talent risk and present findings that drive leadership decisions.
- Coaching
- — Provides performance-management guidance, counseling, and career development to senior leaders and to the HR leadership bench being built.
- Communication
- — Presents people-strategy findings and advises executives and the board effectively on high-consequence talent and organizational matters.
- People advocacy
- — Represents and supports employee interests at the executive and board level, balancing workforce well-being against business demands.
- Compensation and Benefits Knowledge
- — Understands compensation and benefits methodologies including executive pay, salary benchmarking, and modeling, and applies them to executive-talent and enterprise-reward decisions.
- Digital agility
- — Applies HR technology and analytics platforms (Workday, SAP, PeopleSoft, Power BI, Tableau) to drive enterprise workforce insight and HR-function modernization.
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As of · 2026-07-30
Edition · canon-v2@2.1.0-complete
Source · canon-v2 cell + salary-benchmark (model)
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