Executive Director, HR Core People Services Lead, Americas Zone

Description The Executive Director, HR Core People Services Lead leads delivery of HR Core People Services within a geographic zone. They have accountability for consistent, scalable, and high-quality execution of employee lifecycle activities and core HR services across Americas Zone populations. This role partners with PX leaders and COEs to ensure compliant and effective HR process delivery, strengthens operational excellence and process integrity, and maximizes use of HR technology and service channels. Partnering across HRBPs, COEs, Employee Relations, Specialized Services, Service Operations, Service Enablement, the business, and the EBS partner. This leader drives coordinated delivery, clear handoffs, effective escalation management, and continuous improvement of the Core Services model. They do this by, leveraging data and insights to refine retained processes, strengthen adoption of self-service, and evolve the HR operating model over time. Please note that the location listed in this posting may not be fully reflective of the final work location due to system limitations. As these roles support geographic zones, final alignment will be determined based on business needs/organizational requirements and will be discussed during the interview process. Lead the Geography’s Core Services Team Lead delivery of E2E HR Core People Services across the geographic zone’s supported populations Provide direction, coaching, and oversight to Core Services client service leads Establish clear accountabilities, ways of working, and execution expectations across the team Oversee team prioritization and align resources within populations based on business demand, complexity, and needs; flex so team is staffed to handle highest and most critical business demand Ensure the team structure, leadership approach, and resource model remain aligned to business needs and service demand over time Build leadership capability and foster a positive culture of accountability, pro‑active solutioning, collaboration, and continuous improvement. Support talent planning, onboarding, and performance management across the organization. Ensure consistent team structures across zones, with regional customization as needed Coach, mentor and manage high‑performance team. Own Employee Lifecycle Activities and Core HR Process Execution Oversee delivery of employee lifecycle activities and core HR services across supported populations Ensure consistent, high quality execution in line with business needs Maintain continuity of operations and serve as a senior escalation point for complex employee support matters Drive consistent, scalable service delivery through standardized processes, improved workflows, and disciplined execution. Drive effective use of HR technology, case management, self‑service, and service channels to improve service efficiency and user experience. Oversee delivery of VIP support activities for the defined employee populations in scope, ensuring a high‑touch, coordinated experience. Ensure consistent team structure sounds like a global rather than local activity = this is the regional JD Ensure Compliance and Process Integrity Ensure Core Services activities are delivered in accordance with local policies, controls, labor requirements, and regulatory standards. Maintain process integrity, consistency, and appropriate governance across core HR activities. Partner with Legal, Compliance, and COEs on sensitive, high‑risk, or policy‑related matters. Oversee Employee Relations specialists within Geography to ensure consistent process and effective resolutions. Reinforce clear escalation paths and risk management across the Core Services organization. Business Partnership & Alignment Partner with People Partners, COEs, Employee Relations, HR Specialized Services, Service Enablement, Service Operations, EBS/Accenture, and business stakeholders to deliver coordinated support Partner with Service Enablement, Service Operations, SNOW/technology teams, and process owners to strengthen end‑to‑end delivery, readiness, and cross‑team handoffs. Align service delivery to business priorities, workforce needs, retained process requirements, and operating model milestones as HR evolution continues Clarify handoffs, interaction points, and role expectations across teams, including shared processes with the EBS Build trusted relationships with stakeholders and represent Core Services in key governance forums, supporting change, readiness, and adoption of new ways of working. Influence HR and business leaders to adopt self‑service and scalable support models, reducing reliance on high‑touch interventions over time. Data, Insights, Continuous Improvement Monitor service delivery performance, service levels, stakeholder feedback, and operational trends to identify risks and drive continuous improvement Track adoption of case management, self‑service, and other new ways of working, and drive actions to improve outcomes over time. Provide visibility into service quality, retained process readiness, and evolving support needs as the Core Services model matures. Identify opportunities to simplify work, reduce manual intervention, and improve timeliness and effectiveness of key HR processes. Qualifications 12+ years progressive HR experience, including HR Business Partner, HR Operations, and/or Shared Services Leadership roles Leadership & Team Management Experience leading large, multi‑layered teams and developing talent at scale Proven ability to drive accountability and deliver results in fast‑paced environments Ability to lead through ambiguity, change, and shifting priorities Global & Operational Expertise Experience operating in global, multi‑country environments/programs Deep understanding of employee lifecycle processes and HR service delivery models Track record of driving operational excellence, continuous improvement, and standardization Stakeholder & Executive Engagement Strong stakeholder management and influencing skills across all levels Executive presence with clear, effective communication Ability to navigate complex, matrixed organizations Strategic & Business Alignment Strong business acumen with ability to align HR delivery to business needs Experience translating operating model design into practical execution Capability in organizational design, workforce planning, and resource alignment Demonstrated track record of connecting HR initiatives to tangible business impact (ROI) Judgment & Data‑Driven Decision Making Sound judgment in managing sensitive employee and organizational matters Strong data orientation; uses metrics and insights to drive decisions and outcomes #J-18808-Ljbffr The Estee Lauder Companies