Director, HR Transformation and Enablement

R26_0011392

NIQ is advancing a multi-year HR transformation to build a simpler, stronger, more scalable and AI-enabled HR function. The Director, HR Transformation and Enablement helps HR leaders manage today’s priorities while building the capabilities, structures, digital ways of working, and ways of working needed for the future.

Partnering closely with the CHRO and HR Leadership Team, this role strengthens how HR is organized, staffed, developed, and enabled. It supports decisions on organization effectiveness, workforce planning, role clarity, talent, capability building, and execution of HR’s transformation agenda.

This role sits at the intersection of HR business partnering and transformation: helping HR leaders make practical organization and talent decisions today while enabling the function to adopt new capabilities, product-oriented ways of working, AI-enabled practices, and scalable delivery models for the future.

The successful candidate brings strong HR business partnering experience, transformation leadership, analytical judgment, AI fluency, and a product mindset. This is a hands-on builder role for an HR leader who understands both strategic HR priorities and the practical realities of delivering HR work in a complex, fast-changing environment.

Impact

In this role, you will enable HR leaders to build stronger teams, make better talent and organization decisions, and improve how HR work gets done.

You will help accelerate HR transformation and adoption by creating visibility into priorities, surfacing tradeoffs, removing blockers, and helping teams put new ways of working into practice.

You will strengthen HR’s future readiness by building a common language for great HR capability, while helping HR develop a stronger product mindset, greater AI readiness, and more data-informed decision-making.

Drive HR transformation execution

• Create the cadence, visibility, and follow-through needed to move HR transformation work from discussion to decision to action.
• Maintain an integrated view of HR priorities and initiatives, and help sequence and manage the work so the function can move with focus, balance, and follow-through.
• Help translate HR’s future-state ambition into sequenced work, capability shifts, workflow changes, and adoption plans that prepare the function to operate in more scalable, digital, and AI-enabled ways.
• Translate priorities into practical plans with clear milestones, risks, dependencies, adoption needs, and measurable outcomes.
• Facilitate tradeoff discussions when priorities compete, capacity is constrained, timing decisions are required, or work needs to evolve.
• Partner with HR leaders to connect transformation work across COEs, Market HR, Employee Experience, HR Operations, and HRBPs so priorities, dependencies, and adoption needs are aligned across the function.
• Identify friction, duplication, or delay in cross-HR ways of working, surface what is getting in the way, remove barriers, and act quickly to keep transformation moving.

Build future-ready HR capabilities and ways of working

• Build a future-ready HR operating model by clarifying expectations, routines, workflows, service handoffs, and ways of working, and by redesigning workflows to reduce duplication, simplify delivery, and improve consistency across the function.
• Embed the HR capability profile into development, progression, talent discussions, and hiring expectations so HR teams build the skills needed for the next phase of transformation.
• Cultivate a product mindset by helping HR teams design for users and the enterprise, make deliberate tradeoffs, iterate based on feedback, and measure success through outcomes, not activity.
• Support AI readiness and digital ways of working by clarifying how tools, skills, roles, handoffs, workflows, and service expectations evolve as technology becomes embedded in HR delivery.
• Build practical tools, shared resources, knowledge assets, adoption routines, and feedback loops that help HR teams work more consistently and adapt as needs, tools, and expectations evolve.

Strengthen HR organization effectiveness and talent

• Align structures, roles, talent, and ways of working to HR’s priorities and future operating model.
• Support decisions on workforce planning, role clarity, team and leadership effectiveness, and the capabilities HR needs to build over time.
• Use HR data to identify talent, performance, engagement, and workforce risks or opportunities, and to inform people and team decisions.
• Support HR talent reviews, succession, development planning, performance differentiation, retention, and movement of top talent across HR.
  
  

• 8 years of progressive experience across HR business partnering, HR transformation, organization effectiveness, HR strategy, service delivery, capability building, or related roles.
• Meaningful HR business partnering experience, advising senior leaders on talent strategy, development, team effectiveness, and the capabilities needed for the future.
• Proven ability to move complex work from strategy to execution through clear priorities, strong follow-through, and measurable outcomes.
• Experience leading transformation in a matrixed environment, including clarifying ownership, surfacing tradeoffs, building alignment, and driving adoption without direct authority.
• Strong product mindset, with the ability to design for users and the enterprise, make deliberate tradeoffs, iterate based on feedback, and measure success through outcomes, not activity.
• Working knowledge of AI-enabled ways of working, digital workflows, knowledge management, HR technology, or employee experience platforms**, with the ability to translate technology-enabled change into practical implications for HR roles, capabilities, workflows, and adoption.**
• Strong analytical and financial acumen, with the ability to use HR metrics to understand what is working, identify gaps, assess tradeoffs, and connect HR decisions to business value.
• Excellent communication, facilitation, presentation, and executive storytelling skills, with the ability to make complex organization, talent, transformation, and technology topics practical and clear.
• Adaptability, resilience, and execution discipline, with the ability to learn quickly, absorb feedback, adjust course, track progress, remove blockers, and act quickly to keep work moving.
  
  

This role has a market-competitive salary with an anticipated base compensation of the following range: $130,000 - $175,000. Actual salaries will vary depending on a candidate’s experience, qualifications, skills, and location. This role might also be eligible for a sales-based incentive or performance-based bonus. Other benefits include flexible working environment, comprehensive health insurance, industry-leading parental leave, life insurance, education support and more. 

US Benefits

• Comprehensive healthcare plan (medical, Rx, dental, and vision).
• Flexible spending accounts and a Health Savings Account (including company contributions).
• Life and AD&D insurance.
• 401(k) retirement plan including company matching contributions.
• Disability insurance.
• Tuition Reimbursement.
• Discretionary paid time off program and 11 paid holidays.

Our Benefits

• Flexible working environment
• Volunteer time off
• LinkedIn Learning
• Employee-Assistance-Program (EAP)

NIQ may utilize artificial intelligence (AI) tools at various stages of the recruitment process, including résumé screening, candidate assessments, interview scheduling, job matching, communication support, and certain administrative tasks that help streamline workflows. These tools are intended to improve efficiency and support fair and consistent evaluation based on job-related criteria. All use of AI is governed by NIQ’s principles of fairness, transparency, human oversight, and inclusion. Final hiring decisions are made exclusively by humans. NIQ regularly reviews its AI tools to help mitigate bias and ensure compliance with applicable laws and regulations. If you have questions, require accommodations, or wish to request human review were permitted by law, please contact your local HR representative. For more information, please visit NIQ’s AI Safety Policies and Guiding Principles: https://www.nielseniq.com/global/en/ai-safety-policies.

About NIQ

NIQ is the world’s leading consumer intelligence company, delivering the most complete understanding of consumer buying behavior and revealing new pathways to growth. In 2023, NIQ combined with GfK, bringing together the two industry leaders with unparalleled global reach. With a holistic retail read and the most comprehensive consumer insights—delivered with advanced analytics through state-of-the-art platforms—NIQ delivers the Full View™. NIQ is an Advent International portfolio company with operations in 100 markets, covering more than 90% of the world’s population.

For more information, visit NIQ.com

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Our commitment to Diversity, Equity, and Inclusion

At NIQ, we are steadfast in our commitment to fostering an inclusive workplace that mirrors the rich diversity of the communities and markets we serve. We believe that embracing a wide range of perspectives drives innovation and excellence. All employment decisions at NIQ are made without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, marital status, veteran status, or any other characteristic protected by applicable laws. We invite individuals who share our dedication to inclusivity and equity to join us in making a meaningful impact. To learn more about our ongoing efforts in diversity and inclusion, please visit the https://nielseniq.com/global/en/news-center/diversity-inclusion