As a key strategic leader within the organization, the Global (S)VP of Human Resources Business Partnering for Care Enablement will serve as a trusted advisor and thought partner to senior executives, driving a transformative people agenda that aligns with business strategy and fuels organizational success. With a strong consultative approach and deep expertise in navigating complex, matrixed global environments, this role will shape and execute HR strategies that optimize talent, enhance organizational effectiveness, and foster a high-performance culture across Care Enablement.

Key Responsibilities 
Strategic HR Leadership & Business Partnership 
•    Partner at the highest levels of leadership, influencing board-level decisions to integrate business strategy with HR priorities, ensuring alignment with the company’s overarching goals. 
•    Provide expert consultation and advisory support to business leaders, leveraging HR as a competitive differentiator to drive sustainable business growth. 
•    Lead large-scale organizational transformation, shaping future-ready structures and capabilities that support agility, innovation, and operational excellence. 

Talent & Organizational Development 
•    Champion a data-driven, future-focused talent strategy that identifies and accelerates the development of top talent, ensuring a robust leadership pipeline across all global functions. 
•    Foster a high-impact culture of continuous learning and development, driving workforce capability-building initiatives that support evolving business needs. 
•    Cultivate a dynamic employee value proposition that attracts, retains, and engages top-tier talent in a highly competitive global market. 

Global HR Strategy Execution & Integration 
•    Act as the key connector between business units and HR Centers of Excellence (CoEs), ensuring seamless collaboration and execution of enterprise-wide HR programs. 
•    Ensure HR policies, frameworks, and governance structures are globally consistent while locally adaptable, driving compliance and best-in-class employee experience. 
•    Lead strategic workforce planning, leveraging predictive insights to address talent risks, optimize workforce design, and enhance operational efficiencies. 

Culture, Engagement & Change Leadership 
•    Build and sustain a culture of trust, inclusion, and high performance, championing employee engagement and leadership effectiveness at all levels. 
•    Navigate complex employee relations challenges with diplomacy and strategic foresight, fostering an environment that prioritizes transparency, accountability, and resilience. 
•    Spearhead change management initiatives, driving adoption and alignment on critical business transformations. 

Experience & Skills 
•    A seasoned, globally experienced HR executive with a proven track record of leading HR strategy within a highly matrixed, multinational environment. 
•    A strategic, solutions-oriented thinker with the ability to balance big-picture vision with operational execution. 
•    A collaborative, influential leader who builds credibility and trust with C-suite executives and senior stakeholders. 
•    A champion of innovation and continuous improvement, with an unwavering commitment to elevating the employee experience and driving business success. 

SUPERVISION:
•    Lead global CE Strategic HR workforce directly responsible for Director / VP-level leaders. 

EDUCATION:
•    Bachelor’s Degree required; Advanced Degree preferred.

EXPERIENCE AND REQUIRED SKILLS:  
•    10-15 years of experience of interpreting strategy and policy to set and deliver objectives within medium to long time frames 
•    Has a proven record of building innovative, creative, caring, and results-driven human resources teams.  
•    Possesses significant experience working in a large, distributed workforce, preferably in a health care environment.  
•    Has a sustained record of delivering exceptional human resources results in matrixed environments that are high growth, and results focused.  
•    Demonstrated success in organizational design, having served as an organizational architect by working in partnership with an executive leadership to lead a company through growth, transformation, change, innovation, and market leadership 
•    Strategic Mindset – Sees ahead to future possibilities and translates them into breakthrough strategies.  
•    Business Insight & Situational Adaptability - Applies knowledge of business and the marketplace to advance the organization's goals. Adapts approach and demeanor in real time to match the shifting demands of different situations.  
•    Balances Stakeholders – Anticipates and balances the needs of multiple stakeholders.  
•    Collaboration - Builds partnerships and works collaboratively with others to meet shared objectives.  
•    Drives Engagement & Instils trust - Gains the confidence and trust of others through honesty, integrity, and authenticity.  
•    Global perspective - Takes a broad view when approaching issues, using a global lens. For example, guides the organization to address issues using a broad global perspective, anticipating how other cultures/countries may react to their offerings and practices, adjusting approach, as needed.  
•    Develops talent - Develops people to meet both their career goals and the organization's goals. For example, creates a development focused culture, supporting others' development efforts. Establishes ongoing programs and processes to facilitate the development of all talent. Coaches and mentors key talent. 

This role presents a unique opportunity to shape the future of HR within a global organization, making a lasting impact on both the business and its people.