About the Role:

Grade Level (for internal use):

13

About the Role:

The Director, People Partner will lead the People Strategy for S&P Global’s Legal, Risk, Compliance, Communications and Office of the CEO functions. These enterprise-enabling groups operate in highly complex, regulated and reputationally sensitive environments, with broad reach across the company and direct impact on how S&P Global governs, communicates, manages risk and executes strategic priorities. 

This is a strategic, high-trust role for an experienced HR leader who can operate at the intersection of business strategy, organizational effectiveness, leadership advisory and enterprise transformation. The role will partner closely with senior leaders to shape and execute a people agenda that enables these functions to evolve their operating models, strengthen capability, clarify accountabilities and support transformation in 2026 and beyond. 

The successful candidate will bring strong enterprise judgment, exceptional stakeholder engagement skills and the ability to translate complex business priorities into clear people strategies. They will need to excel at cross-functional collaboration, influence across boundaries, and communicate with clarity and confidence in environments where confidentiality, judgment and timing matter. 

As a key member of the leadership teams they support, this individual will be expected to drive alignment of people priorities with the broader S&P Global People Strategy while also bringing a clear point of view on where they can make decisions independently, where they should seek leadership buy-in, and where broader enterprise alignment is required. 

Key Responsibilities: 

Strategic People Forward Leadership 

• Partner with leaders across Legal, Risk, Compliance, Communications and OCEO to define and execute people strategies aligned to business priorities, enterprise transformation objectives and future capability needs.
• Serve as a trusted advisor on organizational design, workforce planning, operating model effectiveness and leadership effectiveness within highly confidential, regulated and reputationally sensitive environments.
• Lead and support enterprise transformation initiatives, including organizational change, restructuring, integration efforts, capability building and new ways of working.
• Translate complex business, regulatory, reputational and transformation priorities into clear people implications, recommendations and action plans.
• Bring an enterprise mindset to portfolio support, ensuring decisions are not made in isolation and that functional people strategies align with broader company priorities.

Enterprise Transformation, Governance & Decision Effectiveness 

• Help leaders clarify decision rights, governance forums, accountabilities and escalation paths across complex, matrixed stakeholder groups.
• Be clear on which decisions the role owns directly, including day-to-day people advisory, issue resolution, execution of agreed people plans and recommendations on talent, organization and workforce actions.
• Know when to seek leadership buy-in, particularly for decisions involving organizational design, senior talent moves, sensitive employee matters, material risk, reputational considerations or enterprise-wide precedent.
• Facilitate effective decision-making by surfacing trade-offs, risks, dependencies and stakeholder considerations early.
• Partner across People COEs, Legal, Risk, Compliance, Communications, Finance and business leadership to ensure solutions are coordinated, practical and aligned to enterprise standards.

Talent & Leadership Strategy 

• Drive end-to-end talent strategy across the supported functions, including succession planning, leadership development, critical role identification, capability assessment and talent movement.
• Partner with leaders to identify capability gaps across legal, risk, compliance, communications, governance, transformation and executive advisory capabilities, and develop targeted plans to close them.
• Strengthen leadership effectiveness and bench strength through coaching, structured development planning and disciplined follow-through on talent actions.
• Support leaders in building teams that can operate effectively through ambiguity, transformation and heightened enterprise expectations.
• Use talent insights to anticipate future leadership and workforce needs, not simply respond to immediate vacancies or issues.

Stakeholder Engagement & Cross-Functional Collaboration 

• Build trusted, proactive relationships with senior leaders and stakeholders across multiple enterprise functions, balancing functional priorities with company-wide outcomes.
• Act as a connector across complex stakeholder groups, helping leaders align on priorities, dependencies, risks and decisions.
• Communicate clearly and confidently with senior audiences, tailoring messages to the needs of Legal, Risk, Compliance, Communications, OCEO and broader enterprise stakeholders.
• Influence without relying on hierarchy, using sound judgment, data, business understanding and relationship credibility to move work forward.
• Ensure stakeholders are appropriately engaged at the right moments, with clear distinction between consultation, decision-making, escalation and communication.

Employee Relations & Culture 

• Provide expert guidance on complex and sensitive employee relations matters, balancing business outcomes, risk mitigation, employee experience and reputational considerations.
• Foster a culture of trust, accountability, inclusion and ethical rigor, particularly in environments requiring high confidentiality and strong governance.
• Support leadership in driving employee engagement, retention and culture priorities, with a focus on critical talent segments and teams undergoing change.
• Partner closely with Employee Relations, Legal and Compliance colleagues to ensure sensitive matters are handled with consistency, fairness and appropriate escalation.
• Help leaders model the behaviors required to lead through transformation, including transparency, accountability, collaboration and sound judgment.

Organizational Effectiveness 

• Lead initiatives to enhance organizational performance, agility, collaboration and accountability across the supported functions.
• Assess organizational structures, roles, interfaces and ways of working to identify opportunities for simplification, clearer ownership and stronger execution.
• Facilitate change management efforts tied to evolving business, regulatory, reputational and enterprise priorities.
• Support leaders in moving from strategy to execution, ensuring priorities are translated into clear plans, owners, milestones and follow-through.
• Identify and address organizational friction points that slow decision-making, dilute accountability or create stakeholder misalignment.

Compensation & Rewards 

• Partner with Total Rewards to design and implement competitive and equitable compensation strategies aligned to market benchmarks, business needs and enterprise standards.
• Provide guidance on executive compensation, incentives and retention strategies for critical Legal, Risk, Compliance, Communications and OCEO talent.
• Use compensation and rewards insights to support retention, succession and workforce planning decisions.
• Ensure compensation recommendations are made with appropriate stakeholder engagement, governance and alignment to broader People processes.

Data-Driven Workforce Insights 

• Leverage HR analytics, including Workday, Visier and other data sources, to provide insight-driven recommendations on workforce trends, talent risks, capability gaps and organizational health.
• Develop and present clear, executive-level insights that help leaders make timely and well-informed people decisions.
• Identify opportunities to enhance engagement, productivity, retention and organizational effectiveness through data-driven interventions.
• Use data to challenge assumptions, clarify trade-offs and support stronger decision-making across complex stakeholder groups.
• Translate analytics into practical actions that leaders can understand, own and execute.

Compensation/Benefits Information: (This section is only applicable to US candidates)

S&P Global states that the anticipated base salary range for this position is $126,676 to $221,434. Final base salary for this role will be based on the individual’s geographic location, as well as experience level, skill set, training, licenses and certifications.

In addition to base compensation, this role is eligible for an annual incentive plan.

This role is eligible to receive additional S&P Global benefits. For more information on the benefits we provide to our employees, please click here.

What We’re Looking For 

Basic Required Qualifications: 

• 10+ years of progressive HR experience, including global HR business partnering and support for senior leaders.
• Demonstrated success partnering with senior leaders in complex Corporate Functions, such as Legal, Risk, Compliance, Communications, OCEO, Finance or similar enterprise functions.
• Strong track record of influencing leadership and driving organizational change in complex, matrixed and highly confidential environments.
• Experience supporting enterprise transformation, operating model change, organizational design and workforce planning.
• Strong understanding of employment law, regulatory considerations, risk management and reputational sensitivity.
• Demonstrated ability to clarify decision rights, establish governance, manage escalation and engage stakeholders effectively.
• Experience partnering across HR COEs and enterprise functions to deliver integrated people solutions.
• Proficiency with Workday, Visier or similar HR analytics tools.
• Strong analytical, critical thinking, executive communication and stakeholder management skills.
• Bachelor’s degree in HR, Business or related field, or equivalent experience.

Additional Preferred Qualifications: 

• Experience supporting highly regulated, publicly traded or global professional services environments.
• Demonstrated ability to operate with discretion, sound judgment and confidence in sensitive or high-impact matters.
• Strong transformation and change management capability, with experience helping leaders navigate ambiguity and complexity.
• Ability to balance strategic thinking with disciplined execution and follow-through.
• Proven ability to build trust quickly, influence across boundaries and communicate clearly with senior stakeholders.

About S&P Global Ratings
At S&P Global Ratings, our analyst-driven credit ratings, research, and sustainable finance opinions provide critical insights that are essential to translating complexity into clarity so market participants can uncover opportunities and make decisions with conviction. By bringing transparency to the market through high-quality independent opinions on creditworthiness, we enable growth across a wide variety of organizations, including businesses, governments, and institutions.

S&P Global Ratings is a division of S&P Global (NYSE: SPGI).  S&P Global is the world’s foremost provider of credit ratings, benchmarks, analytics and workflow solutions in the global capital, commodity and automotive markets. With every one of our offerings, we help many of the world’s leading organizations navigate the economic landscape so they can plan for tomorrow, today.

For more information, visit www.spglobal.com/ratings

What’s In It For You?

Our Mission:

Advancing Essential Intelligence.

Our People:

We're more than 35,000 strong worldwide—so we're able to understand nuances while having a broad perspective. Our team is driven by curiosity and a shared belief that Essential Intelligence can help build a more prosperous future for us all.From finding new ways to measure sustainability to analyzing energy transition across the supply chain to building workflow solutions that make it easy to tap into insight and apply it. We are changing the way people see things and empowering them to make an impact on the world we live in. We’re committed to a more equitable future and to helping our customers find new, sustainable ways of doing business. Join us and help create the critical insights that truly make a difference.

Our Values:

Integrity, Discovery, Partnership

Throughout our history, the world's leading organizations have relied on us for the Essential Intelligence they need to make confident decisions about the road ahead. We start with a foundation of integrity in all we do, bring a spirit of discovery to our work, and collaborate in close partnership with each other and our customers to achieve shared goals.

Benefits:

We take care of you, so you can take care of business. We care about our people. That’s why we provide everything you—and your career—need to thrive at S&P Global.

Our benefits include: 

• Health & Wellness: Health care coverage designed for the mind and body.
• Flexible Downtime: Generous time off helps keep you energized for your time on.
• Continuous Learning: Access a wealth of resources to grow your career and learn valuable new skills.
• Invest in Your Future: Secure your financial future through competitive pay, retirement planning, a continuing education program with a company-matched student loan contribution, and financial wellness programs.
• Family Friendly Perks: It’s not just about you. S&P Global has perks for your partners and little ones, too, with some best-in class benefits for families.
• Beyond the Basics: From retail discounts to referral incentive awards—small perks can make a big difference.

For more information on benefits by country visit: https://spgbenefits.com/benefit-summaries

Global Hiring and Opportunity at S&P Global:

At S&P Global, we are committed to fostering a connected and engaged workplace where all individuals have access to opportunities based on their skills, experience, and contributions. Our hiring practices emphasize fairness, transparency, and merit, ensuring that we attract and retain top talent. By valuing different perspectives and promoting a culture of respect and collaboration, we drive innovation and power global markets.

S&P Global has a Securities Disclosure and Trading Policy (“the Policy”) that seeks to mitigate conflicts of interest by monitoring and placing restrictions on personal securities holding and trading. The Policy is designed to promote compliance with global regulations. In some Divisions, pursuant to the Policy’s requirements, candidates at S&P Global may be asked to disclose securities holdings. Some roles may include a trading prohibition and remediation of positions when there is an effective or potential conflict of interest. Employment at S&P Global is contingent upon compliance with the Policy.

Recruitment Fraud Alert:

If you receive an email from a spglobalind.com domain or any other regionally based domains, it is a scam and should be reported to reportfraud@spglobal.com. S&P Global never requires any candidate to pay money for job applications, interviews, offer letters, “pre-employment training” or for equipment/delivery of equipment. Stay informed and protect yourself from recruitment fraud by reviewing our guidelines, fraudulent domains, and how to report suspicious activity here.

-----------------------------------------------------------

Equal Opportunity Employer

S&P Global is an equal opportunity employer and all qualified candidates will receive consideration for employment without regard to race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, military veteran status, unemployment status, or any other status protected by law.  Only electronic job submissions will be considered for employment.  

If you need an accommodation during the application process due to a disability, please send an email to: EEO.Compliance@spglobal.com and your request will be forwarded to the appropriate person.  
 
US Candidates Only: Know Your Rights: Workplace discrimination is illegal

-----------------------------------------------------------

20 - Professional (EEO-2 Job Categories-United States of America), HUMRES202.2 - Middle Professional Tier II (EEO Job Group)