HR Business Partner International
What We'll BringAt TransUnion, we have a welcoming and energetic environment that encourages collaboration and innovation. We are consistently exploring new technologies and tools to be agile. This environment gives our people the opportunity to hone current skills and build new capabilities, while discovering their genius.
TransUnion International has ambitious growth plans and the HRBP holds a critical role, working closely with the senior business leaders to understand the strategic direction of the business, determine the HR implications, identify opportunities to enable and enhance the business agenda and ultimately build and execute plans to support that direction.
The International business unit spans seven regions, over 30 countries with a headcount of approximately 3,000 associates. The role is based in TransUnion’s corporate headquarters in Chicago, Illinois.
Come be a part of our team – you’ll work with great people, pioneering products and cutting-edge technology.
What You'll BringLeadership experience in a large, global company
Strong organizational design and change management experience
10+ years of HR Consulting and/or deep transformational experience as a HR Business Partner
Impact You'll MakeThe HRBP role is responsible for supporting and enhancing the organizational design and talent strategy for the International business unit. The HRBP supports HR Directors in each region to evolve the operating model as a consultant and subject matter expert. The HRBP facilitates broad change initiatives, manages programs and projects, and works with a team of center subject matter experts and other business partners to support the International business unit.
Lead and support the continued evolution of the International Operating Model and three year strategic growth plans through organizational design planning and execution.
Analyze and diagnose current state operating model to provide views on growth and synergistic opportunities.
Coach and work with market HR Directors on long term workforce and talent plan to identify sources of talent, mobility opportunities, and planned organizational design migrations.
Develop related programs or project plans, leverage change management principles and communication strategies to support the execution of any organizational change.
Measure success of the HR plans, and identify ways to improvement upon the current methods, processes and thinking.
Drive organizational effectiveness (culture, collaboration, communication, etc.) in acquisitions, integrations, and re-organizations through the provision of thought leadership and insightful data in order to guide decision-making and deliver proactive solutions.
Lead, in partnership with key leaders, the planning and delivery of the change management components of high visibility projects and programs through effective review and analysis of critical data.
Solve problems and get to the root cause of any issue, no matter how complex, and design and quickly implement solutions that cut across multiple disciplines.
Bring experience and expertise to help the leadership team make decisions about succession planning, leadership development and moving talent around the organization.
Design and implement HR best practices within the areas of compensation, organization effectiveness, recruiting, and incentives.