Talent Strategy & Planning:  

• Partner with Operational Leaders to translate business goals into actionable HR strategies, including organizational design, talent planning, and change management. 
• Lead organizational design initiatives, including restructures and reductions in force to optimize the workforce; advising on spans, layers, and workforce efficiency, legal compliance and effective change management. 
• Develop and execute comprehensive change management plans, including stakeholder engagement and communication strategies. 
• Understand and translate business priorities, team member insights, and external market factors to support talent strategies and improve the business’s capabilities to deliver against its goals. 
• Lead annual workforce planning efforts, including talent assessments, skill gap analysis, succession planning, and forward-looking workforce strategies. 
• Partner with leaders to define critical roles and capability requirements (skills, experiences, leadership behaviors).  
• Assess talent health using data and metrics (performance data, talent assessments, readiness, mobility,) and synthesize insights into a clear talent story for risk mitigation and future planning.  
• Partner with Talent Acquisition, HR Directors, and Operational Leaders to assess staffing levels, leave usage, PTO practices, and scheduling approaches, to ensure appropriate staffing strategies aligned to talent and business needs. 
• Leverage people analytics to inform decisions, demonstrate impact, and improve outcomes. 
• Support immigration and labor strategies that impact staffing and capability. Partner with ER/LR partners as necessary.  

Union & Labor Relations (as applicable): 

• Act as a strategic partner between business operations, HR, and Employee & Labor Relation COEs in unionized markets. 
• Balance enterprise HR strategy and business objectives with local Collective Bargaining Agreements (CBAs). 
• Advise leaders on labor considerations while aligning business objectives, compliance, and risk management. 

Leadership Effectiveness & Capability Building:  

• Coach and advise leaders on organizational effectiveness, performance management, team development, and leadership capability to strengthen team effectiveness. 
• Drive implementation of company policies focused on risk mitigation, performance effectiveness, cost discipline, and enterprise priorities. 
• Partner with leadership to drive culture initiatives and resolve complex employee relations issues to enhance employee morale, engagement, and retention.  
• Support leaders through critical moments and navigating complex employee relations; Coach leaders on how to effectively navigate both planned and unscripted situations.   
• Provide thought partnership for coaching of talent, performance management, career development and compensation matters. 
• Drive development of high potentials through succession planning; collaborate on intentional development plans and executive coaching to build organizational capacity for continued global growth. 
• Proactively reinforce effective performance management practices with leaders through coaching and training on effective and compliant performance management. 
• Partner with Learning & Development to deploy leadership programs, toolkits, and learning experiences that improve leadership consistency and effectiveness. 
• Build team capabilities through guiding change management initiatives and ensuring successful leadership transitions including new leader assimilation programs. 

Business Partnership & Enterprise Alignment: 

• Proactively manage executive and site leader relationships to influence outcomes and drive alignment. 
• Collaborate with HR Directors on regional deployment calendars for initiatives with high business impact. 
• Partner with COEs (L&D, TMR, Benefits, and Compensation) to shape and deliver effective programs.  
• Act as a strategic liaison between the business and HR Centers of Excellence (COEs), providing real‑time business insights and adapting enterprise programs for effective local execution. 
• Serve as a change champion for HRBP and COE‑led initiatives, ensuring strong adoption at the regional and site levels. 
• Own execution of HR enterprise rollouts and change initiatives for assigned client groups. 
• Partner with HR Program Analysts to leverage HR metrics and workforce data to identify trends, diagnose people‑related risks, and drive data‑informed solutions. 
• Leads efforts to leverage technology and develop effective tools and processes for recruiting, retaining, developing, and on-boarding diverse talent. 

Employee Relations & Engagement: 

• Interpret engagement and Team Member experience data; support leaders in developing action plans and escalating systemic issues. 
• Build leader capability to identify concerns early and address issues at the lowest appropriate level. 
• Lead escalated employee relations matters, including performance, behavior, and investigations, partnering with Team Member Relations (TMR) and Legal, as needed. Recommend appropriate actions based on findings, precedent, and risk assessment. 
• Partner closely with Team Member Relations (TMR) to align on case strategy, assess business impact, and develop preventive action plans and leadership coaching. 
• Guide Senior Leaders through corrective action processes, up to and including termination, ensuring documentation, consistency, and risk mitigation. 
• Monitor regional case trends and proactively address root causes.  

HRBP Team Leadership: 

• Lead and act in a “One Team” approach, including being grounded in your first team with thinking globally, acting locally.  
• Lead and develop the broader HRBP team, either directly or indirectly, serving as a functional coach and mentor reinforcing strategic partnership, driving capability, and enterprise standards.  
• Promote consistent HRBP practices, strong business acumen, and a solution-oriented mindset across function/region. 
• Model strong data fluency, ensuring HRBPs leverage insights to influence decisions and demonstrate business impact across functions/region. 
• Leads team projects across the HRBP function and collaborates with COEs, ensuring goals and deliverables are met.  
• Embodies the Hilton Grand Vacations Values of Hospitality, Integrity, Leadership, Teamwork, Ownership, Now, 
• Completes all required Company training/compliance courses, as assigned. 
• Adheres to Company standards and maintains compliance with all policies and procedures. 
• Performs other related duties as assigned.