Director, Global HR Business Partner, Global Operations

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Team Overview

The Global Operations Human Resources team partners with business leaders to translate enterprise strategy into the organizational, talent and workforce actions needed to strengthen performance across a complex global operating environment. This role reports to the Head of Human Resources for Global Operations and works closely with regional HR business partners, Centers of Excellence (COEs) and enterprise partners to deliver consistent, scalable people solutions.

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 Director, Global HR Business Partner, Operations & Transformation serves as a strategic advisor to senior Global Operations leaders. The role leads complex change, organizational design and workforce initiatives across a global, matrixed organization while balancing enterprise consistency with regional and functional needs.

Lead change management for complex business and operating-model transformations, translating strategy into practical adoption plans, stakeholder alignment, communications, leadership actions and measurable outcomes.

Lead organizational design and effectiveness work, including operating-model assessment, organization structure, role clarity, spans and layers, decision rights, capability needs and implementation planning.

Partner with senior Global Operations leaders to understand business strategy, operating priorities and workforce implications, then develop multi-year people strategies that enable execution.

Operate effectively across a highly matrixed global organization, working through regional HR partners, COEs and cross-functional stakeholders to align priorities and deliver outcomes without relying solely on direct authority.

Diagnose organizational , leadership and talent challenges using business context, workforce insights and data; convert findings into clear recommendations and executable plans.

Coach and advise senior leaders and leadership teams on transformation, leadership effectiveness, succession, talent movement, performance and complex employee-relations matters.

Lead strategic HR initiatives such as workforce planning, talent management, future-of-work programs, investment cases, mergers and acquisitions, diligence and integration.

Coordinate global HR program rollouts, ensuring solutions are adapted appropriately across regions while maintaining enterprise standards and intent.

Shape scalable HR solutions by acting as a feedback loop to Talent Management, Total Rewards, Talent Acquisition, People Services, Employee Relations and other COEs.

Support annual people processes, including workforce planning, hiring strategy, talent and performance reviews, succession planning, merit, promotion and incentive planning.

Required Knowledge and Experiences

Strong, demonstrated change management experience leading complex transformations from strategy through adoption in a global organization. Experience should include stakeholder alignment, change-impact assessment, communications, leader enablement and measurement of adoption.

Deep organizational design and effectiveness experience , including operating models, structure, spans and layers, decision rights, role clarity and implementation.

Demonstrated success working in highly matrixed organizations and influencing senior leaders, regional teams, COEs and cross-functional partners without direct authority.

Meaningful global experience supporting leaders, teams or transformation initiatives across multiple regions, countries or cultures.

At least 8 years of progressive HR experience, including substantial HR business partner experience supporting senior leaders in a large, complex organization.

Track record of developing and executing people strategies that support business transformation, operational performance and long-term workforce needs.

Strong consulting and diagnostic capability , with the ability to simplify complex issues, identify root causes and move leaders toward practical decisions and actions.

Bachelor’s degree or international equivalent required; advanced study in Human Resources, Organizational Development, Industrial/Organizational Psychology, Change Management or Business is preferred.

Required Technical Skills

• •Proficiency using workforce data and people analytics to diagnose organizational issues, develop recommendations and measure outcomes.
• •Advanced Microsoft PowerPoint skills for executive-level storytelling and decision materials.
• •Strong Microsoft Excel skills for workforce analysis, scenario planning and business cases.
• •Experience with enterprise HR systems and reporting tools; Workday experience is beneficial.

We’re also looking for the preferred skills below. Whether you are proficient or could use some brushing up, we’re happy to support your career development and growth in:

• •Experience supporting global operations, shared services, technology-enabled operations or another large-scale service-delivery organization.
• •Experience leading the people side of mergers, acquisitions, integrations or major operating-model changes.

Benefits that support every part of your life:

At TransUnion, we design benefits to help you feel well, do well, and plan well—from day one.

For Your Health : Enjoy day-one eligibility for medical, dental, and vision coverage, plus supplemental plan options. Spousal, domestic partner, and other eligible dependent coverage is available on select plans. Choose tax‑advantaged HSA and FSA accounts to make everyday care more affordable.

For Your Protection : We’ve got your back with company‑paid basic life and AD&D, optional voluntary life and AD&D for you and your family, and short‑ and long‑term disability. You can also opt into a legal plan, pet insurance, and travel accident coverage.

For Your Family : From adoption assistance and fertility planning coverage to caregiver support, we’re here for every chapter. Access Dependent Care FSA for possibility of an employer match, a complimentary Care@Work membership, and up to 12 weeks of paid parental leave with eligibility for a thoughtful, gradual return.

For Your Future : Build toward what’s next with our 401(k) with employer match and Employee Stock Purchase Plan (ESPP). Tap financial wellness resources, career coaching, and optional long‑term care insurance to plan confidently.

For You : Grow and recharge with tuition reimbursement, flexible time off for exempt employees or paid time off for nonexempt employees, up to 12 paid holidays per year, commuter benefits, employee discounts, charitable gift matching, and paid volunteer time off, plus corporate volunteer events that make it easy to give back.

For Your Wellness : Access 24/7 support including professional therapy, coaching, and emotional well‑being programs alongside guided meditation and resources that support physical, mental, social, and financial wellness.

We are committed to being a place where diversity is not only present, it is embraced. As an equal opportunity employer, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability status, veteran status, genetic information, marital status, citizenship status, sexual orientation, gender identity or any other characteristic protected by law. Additionally, in accordance with Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, TransUnion takes affirmative action to employ and advance in employment qualified individuals with a disability and protected veterans in all levels of employment and develops annual affirmative action plans. Components of TransUnion’s Affirmative