Vice President, Human Resources Business Partner – Global Solutions

What We'll Bring:

At TransUnion, we strive to build an environment where our associates are in the driver’s seat of their professional development, while having access to help along the way. We encourage everyone to pursue passions and take ownership of their careers. With the support of colleagues and mentors, our associates are given the tools needed to get where they want to go. Regardless of job titles, our associates have the opportunity to learn new things and be a leader every day.

We are seeking a bold, strategic, and future-focused Vice President, HR Business Partner to support our Global Solutions business through a pivotal transformation. This leader will serve as a trusted advisor and thought partner to senior executives, shaping people strategies that drive innovation, operational excellence, and cultural evolution across 1300+ associates spanning North America, LATAM, Europe, Asia Pacific, and Africa. This is not a support role. It’s a business leadership role — with HR as the lever.

Come be a part of our team – you’ll work with great people, pioneering products and cutting-edge technology.

What You'll Bring:

• 12+ years of progressive HR leadership experience, including global HRBP roles supporting complex business units.

• Bachelor’s degree in Human Resources, Business, or related field. Master’s degree or MBA preferred.

• Proven experience leading HR through large-scale transformation or business model shifts.

• Demonstrated success in coaching leaders to lead cross-functional, matrixed teams.

• Strong business acumen with the ability to influence and partner at the executive level.

• Exceptional communication, change management, and stakeholder engagement skills.

• Experience in a matrixed, global organization is highly desirable.

Impact You'll Make:

Strategic Business Partnership

• Partner with the Chief Global Solutions Officer and leadership team to align people strategies with business priorities, transformation goals, and long-term value creation.

• Anticipate organizational friction points and proactively design solutions — from org design to leadership capacity — that enable scale, agility, and clarity.

• Lead the HR agenda for transformation initiatives, including operating model redesign, capability building, and leadership alignment.

• Act as a strategic driver of change, partnering across leadership and teams to instill the mindset, behaviors, and cultural accountability essential to our transformation.

• Review key business performance targets and their related talent implications with business leaders.

Executive Influence and Leadership Coaching

• Coach senior leaders to lead beyond their span of control — enabling cross-functional, matrixed teams to deliver enterprise outcomes.

• Challenge assumptions, elevate decision-making, and hold leaders accountable for the beliefs and leadership competencies that drive strategy.

• Model transparency, resilience, and enterprise thinking — setting the tone for leadership across the organization.

Organizational Effectiveness & Culture

• Architect organizational structures that accelerate decision-making, clarify roles, and unlock performance.

• Drive cultural evolution by embedding agility, customer-centricity, and shared accountability into the fabric of the business.

• Lead efforts to evolve the associate experience and engagement strategy in alignment with transformation goals.

Talent Strategy & Succession Planning

• Partner with Talent Management to build robust succession pipelines and future-ready leadership.

• Use workforce analytics to forecast talent needs, identify capability gaps, and inform strategic workforce planning.

• Guide talent acquisition strategies to attract and retain top global talent aligned with evolving business needs.

HR Integration & Execution

• Collaborate across the HR & Communications organization to deliver integrated, business-aligned HR solutions across total rewards, learning & development, and talent management.

• Leverage data and insights to connect people metrics to business outcomes — from revenue per FTE to retention risk and customer impact.

• Contribute to the enterprise HR strategy and 3-year planning process, bringing a business lens to HR priorities.