Strategic HR Business Partner

Position Summary

The Strategic HR Business Partner will lead the HR Business Partnering function, partnering with business leaders to drive people strategy, organizational effectiveness, workforce planning, talent management, and culture transformation. This role will lead a team of HRBPs and ensure that HR initiatives are aligned with business objectives while delivering an exceptional employee experience.

Key Responsibilities

Strategic Business Partnering and Advisory - Be the trusted HR strategist to all business leaders, co-creating talent, workforce, and organization design decisions that directly accelerate Nissans engineering and digital ambitions.

Transformation and Nissan Practice Embedment - Architect and land a full-scale people-practice transformation, shifting every policy, process, and employee experience to a future-ready Nissan ecosystem with zero friction and measurable business continuity.

HRBP Team Leadership and Capability Building - Build, mentor, and elevate a team of Junior HRBPs into a high-impact strategic unit that leads with data, influences at the leadership table, and drives proactive talent outcomes across the workforce.

Culture, Engagement and The Nissan Way - Design and ignite a vibrant, magnetic culture journey that brings The Nissan Way and Nissan Leadership Way to life, embedding inclusion, continuous listening, and high performance into the everyday employee experience.

Cross-Functional Collaboration and Change Orchestration - Act as the pivotal link between business, HR COEs and digital HR teams, translating field insights into seamless policies, tools, and analytics that power an agile, empowered workforce.

Future-Ready HR Practices - Pioneer next-generation people strategies, predictive attrition analytics, internal talent marketplaces, and agile workforce models, to future-proof our talent engine and establish Nissan as a destination for innovators.

Qualifications & Experience

• MBA or Masters degree in Human Resources or related discipline.
• 15–20 years of progressive HR experience, including at least 5 years in a strategic HR Business Partner role.
• Experience partnering with technology, engineering, digital, or global organizations.
• Proven track record in organizational transformation, workforce planning, talent management, and change leadership.
• Experience leading and developing HR teams.

Key Competencies

• Strategic Business Partnering
• Workforce Planning & Organization Design
• Talent Management & Succession Planning
• Performance Management
• Change Management
• Employee Engagement & Culture
• Stakeholder Management
• People Analytics & HR Technology
• Leadership & Team Development
• Strong Communication, Influencing, and Problem-Solving Skills