Vice President, Human Resources Business Partner – Global Solutions Chicago, Illinois

TransUnions Job Applicant Privacy Notice Personal Information We Collect Your Privacy Choices What Well 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 Youll 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 Youll 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. Pay Scale Information : The U.S. base salary range for this position is $212,200- $350,200 annually. *The salary range for this position reflects a reasonable estimate of the range of compensation for this job. At TransUnion, actual compensation is based on careful consideration of additional factors such as (but not limited to) an individual’s education, training, work experience, job-related skill set, location, and industry knowledge, as well as the scope and responsibilities of the position and market considerations. Regular, fulltime non-sales positions may be eligible to participate in TransUnion’s annual bonus plan. Certain positions may be also eligible for long-term incentives and other payments based on applicable company guidance and plan documents. Qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable law, including the Los Angeles County Fair Chance Ordinance for Employers, the San Francisco Fair Chance Ordinance, Fair Chance Initiative for Hiring Ordinance, and the California Fair Chance Act. Adherence to Company policies, sound judgment and trustworthiness, working safely, communicating respectfully, and safeguarding business operations, confidential and proprietary information, and the Company’s reputation are also essential expectations of this position. This is a hybrid position and involves regular performance of job responsibilities virtually as well as in-person at an assigned TU office location for a minimum of two days a week. Benefits: TransUnion provides flexible benefits including flexible time off for exempt associates, paid time off for non-exempt associates, up to 12 paid holidays per year, health benefits (including medical, dental, and vision plan options and health spending accounts), mental health support, disability benefits, up to 12 weeks of paid parental leave, adoption assistance, fertility planning coverage, legal benefits, long-term care insurance, commuter benefits, tuition reimbursement, charity gift matching, employee stock purchase plan, 401(k) retirement savings with employer match, and access to TransUnion’s Employee Resource Groups. Spousal, domestic partner, and other eligible dependent coverage is available on select health and welfare plans. We are committed to being a place where diversity is not only present, it is embraced. As an equal opportunity employer, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability status, veteran status, genetic information, marital status, citizenship status, sexual orientation, gender identity or any other characteristic protected by law. TransUnions Internal Job Title: VP, HR Business Partners Apply tot his job Apply To this Job