Vice President, Global Human Resources Business Partner – Strategy, Marketing & Human Resources

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Team Overview

TransUnion’s HR Business Partnership team connects enterprise strategy with the talent, leadership and organizational capabilities required to deliver business results. This position reports directly to the Senior Vice President, Global HR Business Partnership. The role serves as the lead HR Business Partner to the Chief Strategy Officer, Chief Marketing Officer and Chief Human Resources Officer, along with their leadership teams.

The portfolio spans Global Strategy and Corporate Development, Global Marketing and Human Resources. These functions have distinct but interconnected transformation agendas, creating an opportunity to align organization, workforce and leadership decisions across enterprise strategy, brand and growth, culture and employee experience.

This is a hybrid position and involves regular performance of job responsibilities virtually as well as in-person at an assigned TU office location for a minimum of two days a week.

Role Overview and Core Responsibilities

The Vice President, Global HR Business Partner is a top-of-the-house talent and organization advisor who translates enterprise and functional priorities into an integrated people strategy. The role will:

• Set and execute an integrated talent and organization strategy across Strategy, Marketing and Human Resources, with clear priorities and measurable business outcomes.

• Serve as a trusted advisor and constructive challenger to three C-suite executives on enterprise, organizational, leadership and talent decisions.

• Connect priorities across the three portfolios to enable coordinated decisions involving enterprise capabilities, company and employer brand, customer and employee experience, workforce priorities and transformation execution.

• Advise the Chief Strategy Officer and leadership team on the organization, leadership and talent implications of corporate development, enterprise strategy and planning, and the transformation portfolio.

• Shape people and organization strategies for major transformation initiatives, including governance, accountabilities, decision rights, operating models, capability requirements, workforce transitions, change adoption and benefits realization.

• Partner on corporate development activity by assessing leadership, organizational, cultural and workforce implications and supporting integration, separation and operating-model decisions as appropriate.

• Lead executive and senior-leadership effectiveness, development and succession planning, strengthening leadership-team performance, accountability and enterprise bench strength.

• Drive organizational effectiveness through organization design, operating-model alignment, strategic workforce planning, capability building and enterprise change leadership.

• Influence and deliver integrated people solutions through partnership with HR Centers of Excellence, global HR leaders and senior business stakeholders, balancing enterprise consistency with differentiated functional needs.

• Provide strategic di...

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