People Strategy Partner - Consultant

Job Description

We are seeking an experienced Manager, People Strategy Partner to serve as a strategic advisor to executive leadership, supporting a business unit or function of approximately 1,000–3,000 employees. This individual will play a critical role in aligning business objectives with people strategies, driving organizational effectiveness, developing leadership capabilities, and supporting enterprise-wide transformation initiatives. The ideal candidate brings a strong combination of business acumen, HR expertise, executive-level consulting experience, and the ability to navigate complex organizational challenges. This role requires a strategic thinker who can influence senior leaders, leverage workforce analytics, and partner across HR Centers of Excellence (COEs) to build high-performing, future-ready teams.

Candidates can sit at any location below.

• Cincinnati, OH 45202
• Rochester, NY 14623
• St Petersburg, FL 33716

Key Responsibilities

Executive Partnership & Strategic Advisory

• Serve as a trusted strategic advisor to senior executives, aligning people strategies with business priorities and organizational goals.
• Provide guidance, coaching, and constructive challenges to executive leaders on organizational effectiveness, talent decisions, and workforce risks.
• Influence key business decisions by identifying people-related opportunities, challenges, and enterprise-wide implications.

Talent Management & Leadership Development

• Partner with business leadership and HR Centers of Excellence to drive talent reviews, succession planning, and leadership development initiatives.
• Identify critical roles, assess talent gaps, and develop strategies to strengthen leadership pipelines.
• Promote internal mobility, employee development, and leadership accountability.

Workforce Planning & Organizational Design

• Develop strategic workforce plans to support evolving business needs and future talent requirements.
• Evaluate workforce capabilities and recommend build, buy, or borrow talent strategies.
• Assess organizational structures, operating models, spans of control, and reporting layers to improve business performance.
• Monitor emerging workforce trends, technology advancements, and AI-driven changes to inform future workforce investments.

Change Management & Business Transformation

• Lead and support complex organizational transformations, including restructuring, operating model changes, and business integrations.
• Partner with executive sponsors to assess organizational readiness, identify risks, and implement effective change management strategies.
• Drive leadership alignment, employee engagement, and adoption of new processes and organizational structures.
• Navigate ambiguity and provide strategic direction during periods of significant change.

Workforce Analytics & Business Insights

• Analyze workforce metrics, talent trends, employee engagement, retention, compensation, and organizational performance.
• Translate data into actionable recommendations that support business outcomes.
• Measure and communicate the effectiveness of HR initiatives and workforce investments.
• Leverage data-driven insights to identify workforce risks and opportunities for improvement.

Cross-Functional Collaboration

• Collaborate with HR Centers of Excellence and business stakeholders to design and implement integrated people solutions.
• Ensure HR programs and initiatives address business needs while supporting broader organizational objectives.
• Provide executive-level guidance on sensitive, high-impact workforce and organizational matters.

Responsibilities

• Serve as a trusted strategic advisor to executive leadership, aligning people strategies with business objectives across an organization of 1,000–3,000 employees.
• Partner with senior leaders to identify organizational challenges, workforce risks, and opportunities to improve business performance.
• Lead strategic talent management initiatives, including succession planning, leadership development, talent reviews, critical-role planning, and internal mobility.
• Develop and execute workforce strategies that address current business needs, future talent requirements, and evolving workforce capabilities.
• Assess organizational structures, operating models, spans of control, and team effectiveness to recommend and implement improvements.
• Lead complex organizational transformation initiatives, including restructuring, business integrations, operating model changes, and enterprise-wide change management.
• Advise and coach executive leaders on organizational effectiveness, leadership accountability, employee engagement, and talent-related decisions.
• Collaborate with HR Centers of Excellence (COEs) to develop and implement integrated solutions supporting organizational priorities.
• Leverage workforce analytics, employee engagement data, retention trends, and talent metrics to provide actionable recommendations and measure business impact.
• Evaluate emerging workforce trends, technology advancements, and AI-driven changes to support long-term workforce planning and organizational readiness.
• Drive change adoption by aligning executive stakeholders, assessing organizational readiness, mitigating risks, and developing effective communication and implementation strategies.
• Influence high-impact business decisions by providing strategic HR expertise, cross-functional insights, and recommendations that balance business objectives with workforce needs.
• Support a high-performance culture by strengthening leadership capabilities, improving organizational effectiveness, and promoting employee engagement and retention.

Ideal Candidate Profile

• The successful candidate is a seasoned HR leader who operates as a true business partner rather than a traditional HR generalist. They bring a strategic, consultative approach to solving complex workforce challenges and have a demonstrated ability to build credibility with executive stakeholders. They are comfortable challenging conventional thinking, influencing enterprise-level decisions, and translating business strategies into actionable people initiatives that deliver measurable results.
• Additional Candidate Considerations: HRBP background is helpful not required, looking for willingness to jump in. The team is open to a range of experience, who demonstrate strong communication, professionalism.

Required Qualifications

• 10+ years of progressive Human Resources experience, with increasing responsibility and organizational scope.
• 5+ years of experience advising senior executives on talent strategy, organizational effectiveness, workforce planning, or change management.
• 3+ years of experience leading complex organizational transformations, including organizational redesign, operating model changes, or enterprise integrations.
• Demonstrated ability to influence and advise executive leadership in a large, complex organization.
• Strong understanding of strategic workforce planning, succession management, organizational design, and talent development.
• Experience using HR analytics and business data to guide strategic decision-making.

Preferred Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field.
• Master's degree in Human Resources, Organizational Development, Business Administration, or a related discipline.
• Experience supporting large business units or functions with 1,000–3,000 employees.
• Experience with AI-enabled workforce transformation, organizational restructuring, and strategic talent planning.
• Professional HR certification, such as SHRM-SCP or SPHR.