About the Role:

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About the Role

The Director, People Partner, will lead the People Strategy for S&P Global’s Market Intelligence Customer Experience (CX)/ business group. This role partners closely with senior leaders within the Market Intelligence CX to shape and execute a high-impact people’s agenda aligned with business priorities.

This is a strategic, high-trust role requiring an experienced HR leader who can operate effectively in complex, highly regulated, and reputationally sensitive environments. The role focuses on organizational effectiveness, leadership advisory, and enterprise talent strategy, ensuring CX are equipped with the capabilities, structures, and culture needed to deliver on business objectives.

As a key member of the CX leadership teams, this individual will drive alignment of people priorities and ensure consistency with the broader S&P Global People Strategy.

Key Responsibilities

Strategic HR Leadership

Partner with CX leaders to define and execute function-specific people strategies aligned to business priorities.

Serve as a trusted advisor on organizational design, workforce planning, and operating model effectiveness within highly confidential and regulated environments.

Lead and support enterprise transformation initiatives, including organizational change, restructuring, and integration efforts.

Talent & Leadership Strategy

Drive end-to-end talent strategy across CX, including succession planning, leadership development, and critical role identification.

Partner with leaders to identify capability gaps (e.g., regulatory expertise, external communications, executive positioning) and implement targeted development solutions.

Strengthen leadership effectiveness and bench strength through coaching and structured development planning.

Employee Relations & Culture

Provide expert guidance on complex and sensitive employee relations matters, balancing business outcomes, risk mitigation, and employee experience.

Foster a culture of trust, accountability, and inclusion, particularly in environments requiring high confidentiality and ethical rigor.

Support leadership in driving employee engagement and retention, with a focus on critical talent segments.

Organizational Effectiveness

Lead initiatives to enhance organizational performance, agility, and collaboration across CX.

Enable effective decision-making structures and governance models, ensuring clarity in roles, accountability, and ways of working.

Facilitate change management efforts tied to evolving business, regulatory, and reputational priorities.

Compensation & Rewards

Partner with Total Rewards to design and implement competitive and equitable compensation strategies, aligned to market benchmarks and business needs

Provide guidance on executive compensation, incentives, and retention strategies, particularly for critical CX talent.

Data-Driven Workforce Insights

Leverage HR analytics (e.g., Workday, Visier) to provide insight-driven recommendations on workforce trends, risk areas, and talent opportunities.

Develop and present clear, executive-level insights to inform decision-making by CX leadership.

Identify opportunities to enhance organizational health, engagement, and productivity through data-driven interventions

What We’re Looking For

Basic Qualifications:

Bachelor’s degree in HR, Business, or related field (or equivalent experience)

10+ years of progressive HR experience, including global HR business partnering

Demonstrated success partnering with senior leaders in Corporate Functions, or similar)

Strong track record of influencing leadership and driving organizational change in complex environments

Deep understanding of employment law, regulatory considerations, and risk management

Experience in talent strategy, org design, and workforce planning

Proficiency with Workday, Visier, or similar HR analytics tools

Strong analytical, critical thinking, and executive communication skills

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.

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.

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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

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

Director, Global People Partner

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About the Role: