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Director, Strategic People PartnershipSkip to main contentWe use cookies on this site. By permitting cookies and continuing to use our site, you agree to our use of cookies. Click here for more information about how we use cookies and how you can manage your cookie settings.#Director, Strategic People Partnership page is loaded## Director, Strategic People PartnershipApplylocations: US - Georgia - Atlanta Officetime type: Full timeposted on: Posted Yesterdayjob requisition id: R0001894Candescent is a forward-thinking technology company transforming how financial institutions deliver Intelligent Banking experiences. We unite digital banking, account opening, and branch solutions that power and connect digital banking, account opening, and branch solutions—creating seamless engagement across digital, remote, and in-person channels.Our Experience-Led, Intelligence-Driven approach combines human-centered design with data, automation, and cloud-based innovation. Built on an API-first architecture, our extensible ecosystem enables institutions to adapt quickly, integrate easily, and unlock new opportunities for growth—turning every customer interaction into a moment of clarity, confidence, and connection.**Location:** Atlanta, Georgia (Hybrid) **Reports To:** Chief People Officer **Scope:** North America **Travel:** Up to 15% within North America## **Position Overview**Candescent is seeking a dynamic and experienced **Director, Strategic People Partnership** to serve as a senior HR business partner and transformation leader for our North America organization. This role sits at the intersection of strategic people leadership, organizational design, and enterprise transformation—driving modern, scalable people practices across a complex, technology‐driven FinTech business.The Director will partner closely with senior leaders across **Product, Engineering, and all North America functions** to deliver a high‐impact people strategy that accelerates business growth, elevates employee experience, and strengthens organizational effectiveness. This is a highly visible role for a seasoned HR leader who brings both **strategic vision and operational excellence**, with the credibility to influence at the executive level.## **Why This Role Matters**Candescent is at a pivotal moment—investing in transformational change across Product and Engineering while scaling the broader enterprise. The **Director, Strategic People Partnership** will be the architect of the people‐side transformation, building the frameworks, capabilities, and culture that will define Candescent’s next chapter as a modern, people‐first FinTech organization.## **Core Competencies*** **Strategic Thinking & Vision** – Connects people strategy to business outcomes; anticipates future organizational needs.* **Change Leadership** – Designs and leads transformations that endure; builds resilience and adaptability.* **Stakeholder Influence** – Builds trusted partnerships; navigates complexity with confidence and diplomacy.* **Data‐Driven Decision Making** – Leverages people analytics to inform strategy and measure impact.* **Employee Experience Design** – Applies human‐centered design to elevate the end‐to‐end employee journey.* **Execution Excellence** – Translates strategy into action; delivers results in fast‐paced environments.## **Key Responsibilities**### **1. Strategic HR Business Partnership*** Serve as the primary strategic People partner to North America senior leadership, aligning people strategy to business objectives and growth plans.* Build trusted advisor relationships with leaders across Product, Engineering, Finance, Sales, and Operations.* Translate business strategy into actionable people initiatives spanning talent, structure, culture, and capability.* Participate in business planning cycles, providing workforce insights and strategic recommendations.* Act as a thought partner on complex business decisions with people implications, including M&A, restructuring, and market expansion.### **2. Organizational Transformation & Design*** Lead and co‐design organizational transformation initiatives, particularly across Product and Engineering.* Partner with leaders to assess organizational effectiveness and recommend structural improvements that enhance agility and speed.* Drive enterprise‐wide organizational design projects, including future‐state modeling, facilitation, and transition planning.* Develop and execute change management and communication strategies for major organizational shifts.* Build internal organizational design capability and establish repeatable transformation methodologies.### **3. Employee Experience Optimization*** Champion a best‐in‐class employee experience strategy across North America, from onboarding through offboarding.* Lead listening strategies (engagement surveys, focus groups, stay interviews) and translate insights into action.* Partner with Total Rewards, Talent Acquisition, and Learning & Development to deliver a cohesive employee journey.* Identify and eliminate friction points across the employee lifecycle using data, technology, and process improvement.* Define and track employee experience KPIs aligned to engagement, retention, and productivity.### **4. HR Practice Transformation & Innovation*** Lead the evolution of People practices from transactional to proactive and value‐driven.* Evaluate and implement best‐in‐class approaches to performance management, succession planning, talent calibration, and career development.* Champion people analytics and dashboarding to enable evidence‐based decision‐making.* Introduce HR technologies, automation, and self‐service capabilities to improve efficiency and experience.* Partner with the broader People team to ensure policies are modern, compliant, and experience‐centered.### **5. Talent Strategy & Workforce Planning*** Partner with leaders on strategic workforce planning, skills gap analysis, and succession planning.* Support enterprise talent calibration processes with a consistent, fair, and development‐focused approach.* Collaborate with Talent Acquisition to shape recruitment strategies for critical technical and leadership roles.* Drive internal mobility and talent pipeline initiatives to strengthen retention and reduce external hiring reliance.* Partner with Learning & Development to build early‐career and leadership development programs.### **6. Culture, Engagement & DEI*** Champion Candescent’s culture and values across the North America organization.* Design and execute engagement strategies that foster belonging, psychological safety, and high performance.* Partner with DEI leaders to embed inclusive practices into talent systems and leadership behaviors.* Facilitate leadership team effectiveness sessions, team launches, and cultural alignment workshops.### **7. Employee Relations & HR Operations*** Provide coaching and guidance to leaders on complex employee relations and performance issues.* Ensure consistent application of HR policies and compliance with federal, state, and local employment laws.* Partner with Legal and Compliance on investigations, accommodations, and sensitive employee matters.* Maintain strong working knowledge of employment regulations across key North America jurisdictions, including Georgia.* Oversee HR operational excellence, including data integrity, process compliance, and audit readiness.## **Qualifications & Experience**### **Required*** 10+ years of progressive HR experience, including 5+ years in a senior HRBP or People Partner role.* Bachelor’s degree or equivalent work experience ; Master’s degree or MBA preferred.* Experience in a technology, FinTech, SaaS, or similarly complex, fast‐paced environment.* Proven success leading large‐scale organizational transformation and change initiatives.* Strong experience partnering with Product and Engineering teams (Agile, DevOps, product‐led growth).* Deep knowledge of U.S. employment law across multiple jurisdictions.* Demonstrated use of people analytics and HR technology to drive outcomes.* Exceptional executive presence with the ability to influence at the C‐suite level.### **Preferred*** SHRM‐SCP, SPHR, or equivalent certification.* Change management or organizational design certifications (e.g., Prosci, ACMP).* Experience in a high‐growth FinTech or financial technology organization.* Familiarity with HRIS and engagement platforms (e.g., Workday, UKG, Glint, Culture Amp).* Experience supporting a distributed, hybrid North America workforce. #J-18808-Ljbffr