About the Role 

The Director, People Partner, will lead the People Strategy for S&P Global’s Market Intelligence Customer Experience (CX)/ business group. This role partners closely with senior leaders within the Market Intelligence CX to shape and execute a high-impact people’s agenda aligned with business priorities. 

This is a strategic, high-trust role requiring an experienced HR leader who can operate effectively in complex, highly regulated, and reputationally sensitive environments. The role focuses on organizational effectiveness, leadership advisory, and enterprise talent strategy, ensuring CX are equipped with the capabilities, structures, and culture needed to deliver on business objectives. 

As a key member of the CX leadership teams, this individual will drive alignment of people priorities and ensure consistency with the broader S&P Global People Strategy. 

Key Responsibilities 

Strategic HR Leadership 

• Partner with CX leaders to define and execute function-specific people strategies aligned to business priorities. 

• Serve as a trusted advisor on organizational design, workforce planning, and operating model effectiveness within highly confidential and regulated environments. 

• Lead and support enterprise transformation initiatives, including organizational change, restructuring, and integration efforts. 

Talent & Leadership Strategy 

• Drive end-to-end talent strategy across CX, including succession planning, leadership development, and critical role identification. 

• Partner with leaders to identify capability gaps (e.g., regulatory expertise, external communications, executive positioning) and implement targeted development solutions. 

• Strengthen leadership effectiveness and bench strength through coaching and structured development planning. 

Employee Relations & Culture 

• Provide expert guidance on complex and sensitive employee relations matters, balancing business outcomes, risk mitigation, and employee experience. 

• Foster a culture of trust, accountability, and inclusion, particularly in environments requiring high confidentiality and ethical rigor. 

• Support leadership in driving employee engagement and retention, with a focus on critical talent segments. 

Organizational Effectiveness 

• Lead initiatives to enhance organizational performance, agility, and collaboration across CX. 

• Enable effective decision-making structures and governance models, ensuring clarity in roles, accountability, and ways of working. 

• Facilitate change management efforts tied to evolving business, regulatory, and reputational priorities. 

Compensation & Rewards 

• Partner with Total Rewards to design and implement competitive and equitable compensation strategies, aligned to market benchmarks and business needs 

• Provide guidance on executive compensation, incentives, and retention strategies, particularly for critical CX talent. 

Data-Driven Workforce Insights 

• Leverage HR analytics (e.g., Workday, Visier) to provide insight-driven recommendations on workforce trends, risk areas, and talent opportunities. 

• Develop and present clear, executive-level insights to inform decision-making by CX leadership. 

• Identify opportunities to enhance organizational health, engagement, and productivity through data-driven interventions 

What We’re Looking For 

Basic Qualifications: 

• Bachelor’s degree in HR, Business, or related field (or equivalent experience) 

• 10+ years of progressive HR experience, including global HR business partnering 

• Demonstrated success partnering with senior leaders in Corporate Functions, or similar) 

• Strong track record of influencing leadership and driving organizational change in complex environments 

• Deep understanding of employment law, regulatory considerations, and risk management 

• Experience in talent strategy, org design, and workforce planning 

• Proficiency with Workday, Visier, or similar HR analytics tools 

• Strong analytical, critical thinking, and executive communication skills