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Director Strategic Intelligence Jobs (NOW HIRING)

LeMans Corporation

Director, Strategic Sales

Miami, FL · On-site

As a Director of Strategic Sales , you will play a pivotal role in driving business growth and ... Intelligence: Stay updated on industry trends, regulations, and competitive developments to adapt ...

Enigma

Director, Strategic Accounts

New York, NY · On-site +1

$150K - $175K/yr

... with direct accountability for revenue growth and renewal targets. * Serve as a strategic advisor ... Familiarity with data products, APIs, business intelligence tools, or ML concepts * Track record of ...

Enigma

Director, Strategic Accounts

New York, NY · On-site

$150K - $175K/yr

... with direct accountability for revenue growth and renewal targets. * Serve as a strategic advisor ... Familiarity with data products, APIs, business intelligence tools, or ML concepts * Track record of ...

Cisco

Director Strategic Alliances

San Jose, CA · On-site

$244K - $312K/yr

Provide actionable intelligence to Cisco's leadership team regarding the partner's strategic ... direct line authority. * Strong grasp of the strategic and competitive dynamics of the cloud ...

OpenAI

Account Director, Strategic Banking

New York, NY · On-site

$189K - $240K/yr

About the team OpenAI's mission is to build safe artificial general intelligence (AGI) which ... About the role As an Account Director focused on Strategic Banking you will own executive-level ...

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How much do director strategic intelligence jobs pay per year?

As of Jul 1, 2026, the average yearly pay for director strategic intelligence in the United States is $134,553.00, according to ZipRecruiter salary data. Most workers in this role earn between $88,000.00 and $183,500.00 per year, depending on experience, location, and employer.

What does a strategic director do?

A strategic director is responsible for developing and implementing long-term business strategies to achieve organizational goals. They analyze market trends, oversee strategic planning processes, and collaborate with senior leadership to guide decision-making and resource allocation.

How much does a strategy director make in the US?

A Strategy Director in the US typically earns between $120,000 and $200,000 annually, with the average around $150,000. Compensation varies based on industry, experience, location, and company size, and often includes bonuses and benefits.

What is the difference between Director Strategic Intelligence vs Business Intelligence Manager?

AspectDirector Strategic IntelligenceBusiness Intelligence Manager
Required CredentialsBachelor's/Master's in Business, Data Analytics, or related fields; often requires experience in strategic planningBachelor's/Master's in Business, Data Analytics, or related fields; certifications like CBIP are common
Work EnvironmentStrategic planning teams, executive offices, cross-departmental collaborationData teams, IT departments, analytics teams
Employer & Industry UsageUsed in corporate, government, and consulting sectors for high-level strategic insightsCommon in corporate sectors for operational reporting and data analysis

The main difference is that the Director of Strategic Intelligence focuses on high-level strategic insights and long-term planning, while the Business Intelligence Manager concentrates on operational data analysis and reporting. Both roles require strong analytical skills and industry experience but serve different organizational needs.

What jobs can I get with a strategic intelligence degree?

A strategic intelligence degree prepares individuals for roles such as intelligence analyst, strategic planner, or security consultant. These positions often involve analyzing data, assessing risks, and supporting decision-making in government agencies, corporations, or defense organizations. Skills in data analysis, critical thinking, and familiarity with intelligence tools are essential for these careers.

How much does a director of DNI make?

A Director of Strategic Intelligence typically earns between $120,000 and $180,000 annually, depending on experience, industry, and location. They often hold advanced degrees and require strong analytical and leadership skills to oversee intelligence strategies and teams.
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Director Strategic Intelligence jobs near you

Director, Strategic People Partnership

Candescent

Atlanta, GA • On-site

Full-time

Posted 18 days ago

Job description

Candescent 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.

Statement to Third Party Agencies
To ALL recruitment agencies: Candescent only accepts resumes from agencies on the preferred supplier list. Please do not forward resumes to our applicant tracking system, Candescent employees, or any Candescent facility. Candescent is not responsible for any fees or charges associated with unsolicited resumes.

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