Senior Director, People Partnerships and Talent Growth (Human Resources)

Job description

**About Liquid I.V.** This job description indicates in general the nature and levels of work, knowledge, skills, abilities and other essential functions expected of the role. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required. It is not intended to limit or in any way modify the right of any supervisor to assign, direct, and control the work of employees under his/her supervision. Ability to competently perform all the essential duties of the position, with or without reasonable accommodation, demonstrated commitment to the company’s mission, and the ability to work productively as a member of a team or work group are basic requirements of all positions at Liquid I.V. We are committed to building an inclusive culture of belonging that not only embraces the diversity of our people but also reflects the diversity of the communities in which we work and the customers we serve. We know that the happiest and highest performing teams include people with diverse perspectives that encourage new ways of solving problems, so we strive to attract and develop talent from all backgrounds and create workplaces where everyone feels seen, heard, and empowered to bring their full, authentic selves to work. Liquid I.V. is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex including sexual orientation and gender identity, national origin, disability, protected veteran status, or any other characteristic protected by applicable federal, state, or local law. **About our Team:** We are a world-class team of innovators and passionate change-makers, looking to develop transformative hydration solutions and make a meaningful impact on the world around us. At Liquid I.V., we are committed to building an inclusive culture of belonging that not only embraces the diversity of our people but also reflects the diversity of the communities in which we work and the customers we serve. Our team members enjoy a flexible and inclusive working environment, a highly collaborative and innovation-forward culture, generous benefits and perks that empower employees to champion their wellbeing every day, as well as an infinite supply of Liquid I.V. for extraordinary hydration. **About the role:** Liquid I.V. is looking for a Senior Director, People Partnerships and Talent Growth to build the organization, leadership, and talent capabilities that enable the business to deliver today and grow into the future. Reporting to the Chief People Officer, this role leads the People Partnership team and brings together organization design, strategic workforce planning, talent management, career growth, and development. This leader will serve as a senior thought partner to the business, connecting strategy to the work, skills, structure, and talent required to execute it. The role combines enterprise perspective with hands-on leadership, helping leaders make thoughtful tradeoffs, strengthen performance, and create meaningful opportunities for teammates to grow. **Functions and duties of this role include, but not limited to:** **Organization Design and the Future of Work** - Translate business priorities into organization and workforce choices that strengthen delivery, accountability, and readiness for growth. - Lead organization design work across decision rights, spans and layers, role clarity, handoffs, and capacity, identifying opportunities to simplify, stop, automate, or redistribute work. - Evaluate development, redeployment, hiring, and external expertise against business needs, workforce cost, capacity, and practical feasibility. - Shape the people dimensions of organizational change so new designs translate into effective working relationships, clear expectations, and sustained improvements in delivery. - Anticipate how artificial intelligence and technology may change work, roles, and skills, partnering with Technology and business leaders on workforce planning, development, and responsible adoption. **People Partnership and Senior Counsel** - Lead and develop the People Partnership team, building strong business understanding, sound judgment, and the confidence to coach and constructively challenge leaders. - Establish consistent quality across functional people plans, talent decisions, manager support, and team effectiveness. - Serve as a trusted advisor on complex organization, leadership, and talent matters, identifying patterns across functions and translating them into enterprise insight and focused action. - Strengthen leader ownership of people outcomes while applying discretion, impartiality, and sound judgment to sensitive employee relations and critical talent matters. **Connected Talent and Performance** - Own an integrated talent approach connecting capability needs, performance, talent assessment, succession, retention, and internal movement. - Build a performance approach centered on clear expectations, useful feedback, timely development, and credible evidence for performance, promotion, and reward decisions. - Strengthen talent assessment and calibration, creating meaningful distinctions among contribution, potential, and readiness and constructively challenging assumptions. - Identify critical roles and talent risks, develop credible succession and continuity plans, and connect successor readiness to meaningful development experiences **Career Pathways and Talent Movement** - Create career pathways that clarify the skills, scope, contribution, and experiences required for growth across specialist and leadership routes. - Partner with Total Rewards to connect career expectations to job families, levels, and grading while reinforcing that development can occur through multiple paths. - Strengthen internal movement and deployment of talent through roles, projects, stretch experiences, and cross-functional opportunities aligned with business needs and capacity. **Capability and Leadership Development** - Identify skill and capability gaps that most constrain business performance and distinguish development needs from challenges related to workload, structure, incentives, tools, or unclear decisions. - Set a focused development agenda using meaningful work, coaching, mentoring, peer learning, and targeted programs, connecting learning investment to application and improved performance. - Strengthen manager and leadership effectiveness in feedback, delegation, decision-making, accountability, talent development, and leading change. - Partner with the Chief People Officer on senior team effectiveness and leadership growth. - Connect learning priorities to emerging business capabilities, including artificial intelligence, partnering with subject-matter experts to build practical confidence and judgment. **Talent Insight and Enterprise Impact** - Connect workforce evidence, employee listening, and business performance to a clear view of talent and organization needs. - Partner closely with Finance, Total Rewards, Talent Acquisition, Technology, and Teammate Experience to keep the enterprise people agenda commercially grounded, focused, and achievable. - Ensure enterprise talent and organization priorities translate into meaningful functional impact through the People Partnership team. **Qualifications:** *The successful candidate will have the following qualifications:* - Bachelor’s degree or equivalent professional experience. - Minimum of 10 years of progressive Human Resources or People leadership experience, including strategic business partnership, organization design, and enterprise talent responsibilities. - Demonstrated experience directly leading and developing People Partners or HR Business Partners and providing credible counsel to senior executives. - Deep experience diagnosing organizational needs, designing alternatives, and implementing organization changes that improve business delivery. - Strong understanding of workforce cost, capacity, and investment tradeoffs, with the ability to connect people decisions to business priorities. - Hands-on experience building and implementing connected performance, succession, career, talent, and development practices, including evidence of leader adoption and business impact. - Strong capability in leadership development, coaching, facilitation, and senior team effectiveness. - Commercial judgment and enterprise perspective, paired with the willingness and ability to build directly in a lean, fast-moving environment. - Ability to prioritize, simplify, and make explicit choices about scope, resources, and tradeoffs. - Excellent communication and influencing skills, thoughtful challenge, discretion, and sound judgment when navigating sensitive or complex matters. - Curiosity and practical understanding of how technology and artificial intelligence can influence work, skills, organizational design, and talent development. **What We Give:** - 100% company-paid medical, dental and vision insurance for employees (PPO, HMO and Kaiser options). - A 401k plan with company match, short and long-term disability coverage. - A generous PTO and sick leave programs that includes 10+ paid annual holidays each year + annual Holiday Office Closure. - Wellness Days (Vitality Day and two Recharge Days). - An Employee Assistance Program - Monthly tech and wellness reimbursement. - An infinite supply of Liquid I.V. for endless hydration! **Work Environment:** - This role is **HYBRID office (El Segundo, CA) environment** with flexibility to support in-person leadership sessions, team meetings, and business needs. Candidates must be authorized to work in the United States without sponsorship. The compensation band for this position is **$180,600 - $265,000** annually. The exact salary is determined by various factors including experience, skills, education, geographic location, internal company equity, and budget. The listed range is applicable only to the annual base salary and does not include additional perks, benefits, or applicable bonus eligibility comprising the total compensation package. This job description indicates in general the nature and levels of work, knowledge, skills, abilities and other essential functions expected of the role. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required. It is not intended to limit or in any way modify the right of any supervisor to assign, direct, and control the work of employees under his/her supervision. Ability to competently perform all the essential duties of the position, with or without reasonable accommodation, demonstrated commitment to the company’s mission, and the ability to work productively as a member of a team or work group are basic requirements of all positions at Liquid I.V. We are committed to building an inclusive culture of belonging that not only embraces the diversity of our people but also reflects the diversity of the communities in which we work and the customers we serve. We know that the happiest and highest performing teams include people with diverse perspectives that encourage new ways of solving problems, so we strive to attract and develop talent from all backgrounds and create workplaces where everyone feels seen, heard, and empowered to bring their full, authentic selves to work. Liquid I.V. is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex including sexual orientation and gender identity, national origin, disability, protected veteran status, or any other characteristic protected by applicable federal, state, or local law. You can find the Unilever privacy note [here](https://www.unilevernotices.com/recruitment-notices/recruitment-privacy-notice.html)