Director, People Business Partnering
About The Position
Our people are foundational to our strategy– they are not ‘resources’ that we leverage! Our People team (formerly Human Resources) partners with leaders to engage and attract high performing, diverse, entrepreneurial talent. We continuously challenge ourselves to be BOLD in our thinking, design and delivery of people solutions that enable our people to be the best that they can be and drive exceptional ResMed success. Key responsibilities 1) Strategic partnering & operating model leadership Serve as the senior People advisor to the CFO and Finance LT; translate Finance strategy into a clear people roadmap and measurable outcomes. Define/refresh the Finance target operating model people implications (roles, spans/layers, location strategy, shared services/CoEs, skills mix). Build strong governance and stakeholder alignment across Finance, HR COEs, Transformation Office, IT, and business unit leaders. 2) Project Ignite: ERP workforce transformation & adoption Lead the people workstream for ERP-driven process and role change: workforce impacts, role clarity, transition plans, comms, training alignment, and adoption risk management. (ERP success depends heavily on people adoption and change capability.) Partner with Transformation/PMO to align org readiness with release waves, cutovers, and hypercare. 3) Workforce planning, capability building, and talent strategy Own an integrated workforce plan across corporate accounting, controllership, FP&A, finance operations, and enterprise finance process teams (skills, capacity, succession, critical roles). Drive Finance capability transformation (e.g., digital finance, analytics, automation-enabled roles) aligned to market direction in finance transformation. Shape build/buy decisions and partner with Talent Acquisition and L&D to deliver targeted pipelines and learning journeys. 4) Organization design, culture, and ways of working (including IBP) Design and embed Finance ways of working that enable IBP: cross-functional planning routines, decision forums, performance management, and leader expectations. Lead culture interventions that support speed, accountability, standardization, and continuous improvement during and after ERP. 5) Leadership coaching, change leadership, and employee experience Coach Finance leaders through transformation (leading through ambiguity, role redesign, change communications, talent decisions). Strengthen engagement, retention, and inclusion plans for critical Finance talent segments during high-change periods. 6) Insights, measurement, and executive storytelling Use Workday and people analytics to monitor outcomes: workforce health, attrition risk, skill coverage, productivity indicators, adoption readiness, and transformation progress. Provide crisp executive updates, risks, and decisions needed—linking people metrics to Finance value realization. 7) External thought leadership & benchmarking Maintain an external lens on “future of Finance” trends, benchmarks, and workforce implications—leveraging sources such as Gartner and peer networks. What this role adds (value of People Business Partnering) Connects Finance strategy to workforce reality (skills, capacity, structure, leadership behaviors) to improve business performance. Provides a strategic operating-model view, not just HR execution—aligning design, culture, talent, and change into one plan. Uses data and insight to anticipate workforce risk and guide leaders through transformation decisions. Improves transformation outcomes by putting structured people-first change management around ERP and process redesign.
Requirements
- Senior People/HR Business Partner leadership experience supporting global Finance (CFO org), with demonstrated impact across multiple geographies/time zones.
- Proven track record leading enterprise transformation (ERP and/or Finance transformation) including org redesign, workforce transition, and adoption/change outcomes.
- Strong working fluency in Finance domains: FP&A, corporate accounting/controllership, and end-to-end finance processes (record-to-report, procure-to-pay, order-to-cash).
- Experience designing and delivering workforce planning and capability transformation at scale.
- Executive presence with the ability to influence, challenge constructively, and drive decisions in ambiguous, fast-moving environments.
- Transformation leadership: change strategy, stakeholder alignment, communications, and enablement planning (training alignment, readiness measures).
- Org design and operating model design (spans/layers, decision rights, governance).
- Strong analytical capability (Workday/people analytics), translating insights into decisions.
- Credible partner to Finance leaders; can “speak Finance” and connect people levers to value realization.
- Comfort partnering with external bodies and research (e.g., Gartner) to translate trends into practical workforce action.
- Bachelor’s degree required (HR, Business, Finance, Organizational Psychology or similar).
- Systems thinker; pragmatic, outcomes-driven.
- High resilience and accountability; calm under pressure.
- Inclusive leader who builds trust across cultures and levels.
Nice To Haves
- Advanced degree and/or relevant certifications (e.g., OD, change management) preferred.
Responsibilities
- Strategic partnering & operating model leadership
- Project Ignite: ERP workforce transformation & adoption
- Workforce planning, capability building, and talent strategy
- Organization design, culture, and ways of working (including IBP)
- Leadership coaching, change leadership, and employee experience
- Insights, measurement, and executive storytelling
- External thought leadership & benchmarking
Benefits
- comprehensive medical, vision, dental, and life, AD&D, short-term and long-term disability insurance, sleep care management, Health Savings Account (HSA), Flexible Spending Account (FSA), commuter benefits, 401(k), Employee Stock Purchase Plan (ESPP), Employee Assistance Program (EAP), and tuition assistance
- Flexible Time Off (FTO)
- 11 paid holidays plus 3 floating days
- 14 weeks of primary caregiver or two weeks of secondary caregiver leave when welcoming new family members
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What This Job Offers
Job Type
Full-time
Career Level
Director
