Director, People Partner

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The Director, People Partner, acts as a strategic partner and talent expert in designated business units (e.g. R&D, BD/Sales, Operations). This role is responsible for driving the people agenda within their assigned group, ensuring that all people initiatives including organizational design, performance management, succession planning, and workforce analytics are executed successfully and directly support alliant’s strategic growth priorities while also aligning with alliant’s culture and core values. The Director, People Partner is a key member of the People Experience Leadership Team, serving as the voice of the business to People Experience and the voice of People strategy to the business. Additionally, this role will work with business leaders to provide consultation and coaching on performance management tools and solutions, as well as support with the resolution of employee issues, investigations, career counseling, and employment actions.

Responsibilities:

Strategic Partnerships and Organization Design:
Develop a thorough understanding of the business unit’s operational challenges, financial goals, and P&L drives to ensure HR solutions are commercially sound and impact driven.
Embed within the business unit’s leadership team to participate in strategic planning. Proactively identify future talent needs, skills gaps, and organizational design opportunities necessary for anticipated growth and change (in response to market or regulatory shifts).
Lead strategic workforce planning efforts, including headcount projections, talent segmentation, and location strategy (US and India team), aligning with the VP of Talent/People Experience goals.
Act as the lead consultant for organizational effectiveness initiatives, including restructuring, team alignment, and change management, ensuring decisions are data driven and mitigate employee experience risks

Talent Management and Leadership Development:
- Consult with senior leaders on performance management, coaching them on difficult employee relationship issues, high-potential development, and succession planning. Drive accountability for consistent performance review standards across the organization.
- In partnership with the Learning and Development CoE, identify and address specific leadership skill gaps within the business unit (e.g. managing high-performing, innovative teams, as per internal feedback).
- Orchestrate and facilitate annual talent reviews and quarterly succession planning sessions for critical roles, ensuring robust talent pipelines are maintained for both newly promoted and existing leadership positions. Identify development plans for associates in the business area(s) supported.
- Advise management on competitive compensation strategies, internal equity adjustments, and retention plans for high-performers or those with in-demand skills, leveraging HRIS data for insights.
- Oversee and maintain awareness of associate inquires and issues in order to identify trends and recommend solutions to mitigate their impact and achieve optimal outcomes.

Operational Excellence and Data Governance
- Use HR data (turnover, promotion velocity, engagement metrics) to diagnose organizational health issues, present key trends to the business unit’s leadership, and propose data-backed solutions.
- Ensure the business unit’s people policies and processes adhere to all federal and local employment las (including FLSA and EEO guidelines). Proactively manage employee relations issues and internal investigations to protect the business.
- Champion the adoption of core HR systems (e.g., Workday) and processes within the business unit, ensuring managers are utilizing self-service capabilities for real-time data access and accurate record-keeping.
- Partner with corporate HR expertise to develop and deliver comprehensive solutions to internal customers.

Qualifications:

Bachelor’s degree in Human Resources, Business Administration, or related field. HR certification (SHRM-SCP, SPHR) highly preferred.
Minimum 8+ years of progressive HR experience, with at least 3 years operating as a senior-level HR Business Partner consulting with executive or C-level leaders.
Proven ability to leverage HRIS systems (e.g., Workday) for data analysis, reporting, and proven execution.
Exceptional interpersonal skills and proven ability to build credibility and influence outcomes across all levels of the organization, often without direction.
Strong working knowledge of employment law and government regulations including EEOC, OSHA, and FLSA.
High proficiency/expertise in Microsoft Office Suite with a strong comfort level working in HR systems or learning new systems.
Demonstrated success leading organizational change efforts and managing the resulting communication and behavior adoption challenges.
Functional knowledge of Workday preferred.
Ability to work collaboratively in a fast-paced environment.
High sense of urgency with the ability to meet deadlines and changing priorities.
Receptiveness to performance feedback within a team environment is essential.
Preferred candidate will reside or relocate to Houston.

alliant offers a comprehensive compensation and benefits package including 100% employer paid medical /dental premiums for single coverage for certain options, 401(k) matching, PTO, company provided life insurance and disability, onsite gym and group exercise classes, paid covered parking, daily allowance for onsite café and Starbucks, and more!

Doing Work That Matters. alliant

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