In short

The Director of Talent Business Partnering is a strategic Talent (HR) leadership role responsible for driving talent management and workforce planning strategies in alignment with business objectives. This position partners with senior leadership across the Product and Global Operations Organization to develop and implement innovative talent strategies that foster organizational growth, enhance employee engagement, and ensure the company has the right talent to meet its strategic goals. The Director will lead a team of Talent Business Partners and work cross-functionally to drive high-impact HR initiatives that enhance organizational performance and build a high-performing culture.

Your Mission

Strategic Talent Partnership:

  • Act as a trusted advisor to senior leadership and business unit heads on all aspects of talent management, workforce planning, and organizational development.
  • Partner with business leaders to understand their objectives, challenges, and talent needs, providing insights and guidance on building the right talent strategies.
  • Drive the alignment of Talent initiatives (e.g., performance management, leadership development, succession planning, workforce planning) with the company’s strategic goals.

Talent Acquisition & Workforce Planning:

  • Lead efforts to forecast talent needs based on business objectives and work with the talent acquisition team to develop strategies for sourcing, attracting, and retaining top talent.
  • Collaborate with leadership to identify critical roles and implement strategies for building talent pipelines, including internal development, external recruitment, and succession planning.

Talent Development & Leadership Succession:

  • Champion the development of employees to build a robust leadership pipeline and ensure organizational readiness for future growth.
  • Partner with Talent COEs & business leaders to create and implement personalized career development plans for high-potential employees.
  • Lead succession planning efforts to identify and develop future leaders within the organization, ensuring business continuity and long-term success.

Employee Engagement & Organizational Effectiveness:

  • Drive employee engagement initiatives in partnership with business leaders, ensuring that the organization’s culture and employee experience align with company values and business objectives.
  • Lead initiatives to enhance employee performance, productivity, and satisfaction, ensuring alignment with organizational goals.
  • Leverage data-driven insights, including employee surveys, feedback, and performance metrics, to identify areas for improvement and guide organizational effectiveness strategies.

Change Management & Organizational Transformation:

  • Lead and support business leaders through organizational changes
  • Develop and execute change management strategies that ensure smooth transitions and minimize disruption to the business.
  • Act as a resource for managers and employees, providing guidance and support during periods of transformation and change.

Team Leadership & Development:

  • Lead a team of Talent Business Partners, providing guidance, coaching, and development opportunities to ensure the team is high-performing and aligned with business needs.
  • Foster a collaborative, results-driven environment within the Talent Business Partnering team.
  • Promote continuous learning and improvement within the team, ensuring they are equipped with the latest HR trends, tools, and best practices to support the business.

Performance Management & Retention Strategies:

  • Partner with business leaders to design and implement performance management strategies that foster a high-performance culture and ensure alignment with business goals.
  • Provide insights and recommendations on improving employee retention, identifying key drivers of turnover, and implementing strategies to enhance employee satisfaction and loyalty.

Data-Driven Decision Making & Reporting:

  • Use Talent analytics, employee data, and market insights to drive decision-making and measure the effectiveness of talent management initiatives.
  • Provide regular updates and reporting to the executive team on talent-related metrics, such as retention rates, leadership pipeline strength, engagement scores, and development progress.

Cross-Functional Collaboration:

  • Collaborate with other Talent teams, including compensation & benefits, learning & development, to ensure talent strategies are cohesive and integrated across the organization.
  • Build strong relationships across functions to drive cross-functional alignment on talent needs and organizational priorities.
Group of girls smiling
  • Man and woman sat at desks talking
  • Open planned office with men and women sat on a a large curved sofa
  • Group of runners talking outside the office
  • A team of people sat on the steps with a view of mountains outside the office.
  • Two women smiling at each other in a meeting room with large curved windows
  • A group of people sat around a table looking at large design papers
  • 3 men sat around with laptops smiling at each other
  • a large group of runners holding an On flag smiling at the camera
  • Man and woman sat at desks talking
  • Open planned office with men and women sat on a a large curved sofa
  • Group of runners talking outside the office
  • A team of people sat on the steps with a view of mountains outside the office.
  • Two women smiling at each other in a meeting room with large curved windows
  • A group of people sat around a table looking at large design papers
  • 3 men sat around with laptops smiling at each other
  • a large group of runners holding an On flag smiling at the camera
  • Man and woman sat at desks talking
  • Open planned office with men and women sat on a a large curved sofa
  • Group of runners talking outside the office
  • A team of people sat on the steps with a view of mountains outside the office.
  • Two women smiling at each other in a meeting room with large curved windows
  • A group of people sat around a table looking at large design papers
  • 3 men sat around with laptops smiling at each other
  • a large group of runners holding an On flag smiling at the camera

Your story

  • Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field. A Master’s degree in Human Resources, Business, or a related field is preferred. Relevant certifications (e.g., SHRM-SCP, SPHR) are a plus.
  • Minimum of 10+ years of experience in HR or talent management roles, with at least 5 years in a leadership or senior management position.
  • Proven experience partnering with senior leaders to develop and implement talent strategies that support business goals and drive organizational success.
  • Strong track record in talent management, workforce planning, succession planning, leadership development, and change management.
  • Experience managing and developing a team of Talent Business Partners.
  • Strong business acumen, with the ability to understand organizational priorities and align HR initiatives with business goals.
  • Expertise in talent management, organizational development, and workforce planning best practices.
  • Exceptional interpersonal and communication skills, with the ability to influence and build strong relationships with senior leaders and employees.
  • Data-driven approach to decision-making, with proficiency in HR analytics and the ability to use insights to drive action.
  • Proven ability to lead and develop high-performing teams, fostering collaboration and innovation.
  • Strong project management skills and the ability to lead complex HR initiatives across multiple functions and departments.
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About the Team

Being part of the talent team at On means to do things differently, we don’t do things just because they are what “HR does”. We build, grow, enable and empower the team to drive the future of On. Because this is what matters to us. Because we are On.

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Positive

Positive

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Making people feel good is our speciality. From the get-go, we want you to have the best experience. On is a special place, filled with experts and athletes, musicians, artists, scientists and innovators – we’re here to unlock all that potential for you.

Learn about our Spirits
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Gavin

Talent Sourcing Specialist, Berlin

I’m getting people curious about On – what we're working on, and ultimately what kind of working environment we have, the essence as to what life here is like. I love to get people on a call and change their perception.
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What we offer

On is a place that is centered around growth and progress. We offer an environment designed to give people the tools to develop holistically – to stay active, to learn, explore and innovate. Our distinctive approach combines a supportive, team-oriented atmosphere, with access to personal self-care for both physical and mental well-being, so each person is led by purpose.

On is an Equal Opportunity Employer. We are committed to creating a work environment that is fair and inclusive, where all decisions related to recruitment, advancement, and retention are free of discrimination.

Build the better you

What to expect

We want to set everyone up for success, so here’s the lowdown on how we hire. Our process is a two-way street – bringing you into our culture, while helping us learn how you think.

Our full process can last about eight weeks from application to offer, because we care about getting it right. These steps explain how we usually do things.

Before you get started, feel free to consider if you want to work with us. Strange question? Well, we give people a lot of space to navigate their day-to-day and that style isn't for everyone. We want you to be passionate about what you do and be sure this is the right fit. Because when skills and passion combine – it creates that 'Wow' moment.