Director, People Experience Partners

 

The Director, People Experience Partnership is responsible for leading and developing a team of People Experience Partners and will have a small business portfolio, delivering strategic people partnership solutions. This role serves as a trusted advisor to senior leaders, ensuring that people strategies, organizational effectiveness initiatives, and talent decisions are aligned with business priorities and support the achievement of organizational goals. 

​The role balances enterprise thinking with hands-on partnership, providing leadership on complex people matters while building the capability of the PXP team to deliver consistent, high-impact support across the organization. 

​This role will lead the PXP team and report to the VP, People.

 

Accountabilities:

 

Leadership of the PXP Team​ 

• Lead, coach, and develop a high-performing team of PXPs to deliver strategic and consistent support across the organization. 

• Establish clear goals, priorities, and performance expectations aligned to enterprise people and business objectives. 

• Build team capability through coaching, mentoring, knowledge-sharing, and ongoing professional development. 

• Foster a culture of collaboration, accountability, innovation, and continuous improvement within the team. 

• Ensure resources, workload, and priorities are effectively managed to maximize impact and service delivery. 

 

Strategic Business Partnership​ 

• Serve as the primary People Experience advisor to a small portfolio of leaders , providing guidance on people strategies that enable business objectives and organizational performance. 

• Partner with leaders to understand business priorities, workforce challenges, and future capability requirements, translating these into actionable people initiatives. 

• Influence organizational decisions by providing insights on talent, culture, organizational effectiveness, leadership capability, and employee experience. 

• Anticipate organizational risks and opportunities and proactively recommend solutions that support sustainable business outcomes. 

• Act as a trusted thought partner to executives during periods of growth, transformation, integration, and organizational change. 

 

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​​Employee Relations, Risk Management & Escalations​ 

• Provide strategic oversight and guidance on complex employee relations matters, ensuring consistent, fair, and legally compliant outcomes. 

• Act as the senior escalation point for sensitive workplace issues, including performance management, conduct concerns, workplace investigations, accommodation matters, conflict resolution, and involuntary separations. 

• Partner with business leaders to assess people-related risks and determine appropriate courses of action that balance employee experience, organizational risk, and business needs. 

• Coach and support PXPs and leaders in managing difficult employee situations, building capability and confidence in addressing people challenges effectively. 

• Ensure employee relations practices are applied consistently across the organization and align with company values, employment legislation, regulatory requirements, and internal policies. 

• Monitor trends in employee relations matters to identify systemic issues, emerging risks, and opportunities for proactive intervention and organizational improvement. 

• Collaborate with Legal, Compliance, Risk, and other stakeholders as required to mitigate risk and support sound decision-making on complex cases. 

• Promote early resolution of workplace concerns through coaching, mediation, and practical problem-solving approaches that foster positive employee and leader experiences.

 

Enterprise Collaboration and People Strategy Execution​ 

• Partner closely with PX COEs in PX, Operations, Total Rewards, Talent Management, and Organizational Effectiveness to ensure people programs, policies, and practices effectively address business needs. 

• Provide business insights and feedback to support the design, enhancement, and execution of enterprise people initiatives. 

• Ensure the consistent implementation and application of people policies, programs, and frameworks across the organization. 

• Facilitate collaboration across business units to promote alignment, best practices, and integrated people solutions. 

• Contribute to the development and execution of enterprise People Experience strategies and priorities. 

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Change Leadership and Employee Experience​ 

• Lead and support organizational change initiatives, ensuring people impacts are assessed and effectively managed. 

• Equip leaders with tools, strategies, and guidance to successfully navigate organizational transitions. 

• Champion a positive employee experience by identifying opportunities to enhance engagement, inclusion, wellbeing, and culture. 

• Monitor employee sentiment, turnover, engagement, performance results and organizational health metrics, recommending actions to address emerging themes and risks. 

• Drive adoption of enterprise people programs and initiatives through effective stakeholder engagement and change management

 

PXP Portfolio ownership 

• In addition to the above, the Director, PXP will also support a small portfolio, providing end-to-end HR business partnership support.  

 

Qualifications:

• 7+ years of progressive Human Resources experience, including at least 5 years in an HR Business Partner or equivalent role within a complex, matrixed corporate environment.
• 3-5 years of people leadership experience, with a demonstrated ability to develop, coach, and lead high-performing teams.
• Proven success partnering with senior leaders and executives to align people strategies with business objectives and organizational priorities.
• Strong knowledge of employment legislation, regulatory compliance, employee relations, workplace investigations, accommodations, and organizational risk management.
• Experience advising leaders on complex people matters, conflict resolution, workforce planning, organizational design, and change initiatives.
• Demonstrated ability to build credibility, influence decision-making, and effectively manage stakeholders at all levels of the organization.
• Strong business acumen with the ability to balance business needs, risk considerations, and employee experience.
• Exceptional communication, facilitation, and presentation skills, supported by a confident executive presence and leadership coaching capability.
• Undergraduate degree in Human Resources, Business, or a related field. Or equivalent experience.
• CHRP or CHRL designation preferred.

 

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