Exiger

Overview

As an emerging, high-growth, global organization, we are seeking a Human Resources Business Partner Director to serve as a strategic and highly hands-on talent and organizational partner to business leaders. This senior individual contributor role requires the ability to move seamlessly between advising all levels of leadership, solution design, and direct execution.

About Exiger

Exiger transforms supply chains into a strategic advantage, advancing our mission to make the world a safer and more transparent place to succeed. Our AI platform, 1Exiger, delivers instant visibility into complex supplier ecosystems, leveraging proprietary data and advanced AI to surface risk, automate compliance, and unlock efficiencies and cost

Requirements & Eligibility

• 10+ years of progressive Human Resources experience, including significant experience in a strategic HR Business Partner role.
• Demonstrated success as a senior individual contributor partnering with senior and executive leaders in complex, high-growth, or rapidly changing organizations.
• Strong business and financial acumen with the ability to translate business priorities into practical organizational, workforce, and talent strategies.
• Deep working knowledge of organizational design, workforce planning, talent and succession management, performance management, compensation, change management, and employee relations.
• Demonstrated experience using AI, workforce analytics, automation, or emerging technologies to inform workforce capacity planning, identify skill gaps, improve productivity

Key Responsibilities

• Serve as a trusted strategic advisor and coach to leaders on talent, organization, workforce, leadership, and employee matters that impact business performance.
• Develop and execute people strategies for assigned business functions, aligning organizational and talent priorities with business objectives, operating plans, and evolving workforce needs.
• Lead organizational design, workforce planning, talent reviews, succession planning, performance management, and compensation planning for supported organizations.
• Leverage AI, workforce analytics, and automation to assess capacity, model workforce needs, identify skill and capability gaps, and help leaders determine how work should be organized, staffed, automated, or augmented.
• Partner with leaders to identify opportunities to build AI and future-ready skills, improve adoption of new ways of working, and strengthen workforce capability as business and technology needs evolve.
• Operate as both strategist and practitioner, diagnosing challenges, designing solutions, building tools and materials, and personally driving execution through completion.
• Use people analytics, workforce insights, AI-enabled tools, and business metrics to assess organizational health, productivity, efficiency, and output and translate findings into practical recommendations and action plans.
• Coach leaders and managers on leadership effectiveness, team dynamics, performance, employee engagement, career development, and optimizing team structure and ways of working.