Director – Business Area HR Leader

The Strategic Business Area HR Leader partners directly with functional leaders and the CHRO to shape and execute the people strategy for a specific business or corporate function. This role is responsible for translating business objectives into forward-looking HR strategies that drive organizational performance, talent outcomes, and cultural alignment. As a key HR advisor and change agent, the role focuses on strategic workforce planning, leadership development, organizational design, and change management, rather than transactional HR operations.

Key Responsibilities And Duties

• Partners with business/function leaders to design and execute talent strategies that support current and future business needs.
• Leads strategic HR initiatives including workforce transformation, succession planning, leadership pipeline development, and organization effectiveness.
• Advises leadership on talent trends, culture, change readiness, and organizational health; translates insights into actionable HR strategies.
• Collaborates with the CHRO and HR Centers of Excellence (CoEs) to influence enterprise-level HR programs and ensure alignment to functional needs.
• Facilitates organization design and change management efforts to support business transformations or restructures.
• Provides strategic input into reward, recognition, and performance management strategies to drive accountability and engagement.
• Leads HR-related components of key business projects such as digital transformations, operating model changes, or capability building.
• Serves as a culture ambassador by driving inclusion, values alignment, and leadership behaviors in the function.
• Analyzes workforce and talent data to provide strategic insights and influence leadership decision-making.

Educational Requirements

• University (Degree) Preferred

Work Experience

• 8+ Years Required; 10+ Years Preferred

Career Level
10IC

Prefer 15 years + experience

Related Skills

Business Acumen, Change Management, Conflict Management, Consultative Communication, Data-Based Decision Making, HR Business Consultation, Human Capital Strategy, Influence, Problem Solving, Talent Mindset, Trusted HR Advisory

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Company Overview
TIAA Global Capabilities was established in 2016 with a mission to tap into a vast pool of talent, reduce risk by insourcing key platforms and processes, as well as contribute to innovation with a focus on enhancing our technology stack. TIAA Global Capabilities is focused on building a scalable and sustainable organization , with a focus on technology , operations and expanding into the shared services business space.

Working closely with our U.S. colleagues and other partners, our goal is to reduce risk, improve the efficiency of our technology and processes and develop innovative ideas to increase throughput and productivity.

We are an Equal Opportunity Employer. TIAA does not discriminate against any candidate or employee on the basis of age, race, color, national origin, sex, religion, veteran status, disability, sexual orientation, gender identity, or any other legally protected status.

Our Culture of Impact
At TIAA, we're on a mission to build on our 100+ year legacy of delivering for our clients while evolving to meet tomorrow's challenges. We equip our associates with future-focused skills and AI tools that enable us to advance our mission. Together, we are fighting to ensure a more secure financial future for all and for generations to come. We are guided by our values: Champion Our People, Be Client Obsessed, Lead with Integrity, Own It, and Win As One. They influence every decision we make and how we work together to serve our clients every day. We thrive in a collaborative in-office environment where teams work across organizational boundaries with shared purpose, accelerating innovation and delivering meaningful results. Our workplace brings together TIAA and Nuveen's entrepreneurial spirit, where we work hard and work together to create lasting impact. Here, every associate can grow through meaningful learning experiences and development pathways—because when our people succeed, our impact on clients' lives grows stronger.

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Prefer 15 years + experience