The Human Resources Business Partner (HRBP) Director will serve as a strategic advisor and executive coach, partnering with senior business leaders to translate business priorities into talent, organization, and culture strategies that enable sustainable performance. Operating within a complex, global, and highly matrixed environment, you will navigate ambiguity, balance enterprise and business needs, and leverage business insights, technology, and people analytics to shape solutions and influence critical decisions. You will mobilize the full HR organization as ONE HR team, partner closely with Legal, Ethics & Compliance, and lead complex HR projects and initiatives , while developing capable, authentic leaders and delivering integrated talent solutions that strengthen culture and drive business success. This role is onsite with flexibility in Indianapolis, Indiana, with relocation assistance available.
In this role, you will make an impact in the following ways:
Partner with senior business leaders to translate business strategy into an integrated people and talent agenda, anticipating workforce needs, talent risks, capability gaps, and organizational opportunities.
Build strategic workforce plans that connect talent, skills, succession, organizational structure, and leadership capability to both immediate priorities and longer-term business objectives.
Serve as a trusted advisor and executive coach, bringing perspective, constructive challenge, and sound judgment to complex leadership, talent, organizational, and business decisions.
Lead organization effectiveness, organization design, and change initiatives that improve how the business operates while strengthening leadership effectiveness, employee experience, and culture.
Mobilize the broader HR organization as ONE HR team, connecting the right expertise and resources to business priorities while establishing clear ownership, outcomes, and accountability.
Leverage employee listening, people analytics, business insights, and external perspectives to identify emerging issues, shape interventions, measure impact, and continuously strengthen engagement and organizational performance.
To be successful in this role you will need the following:
Business and financial acumen with the ability to understand business strategy, market dynamics, operating priorities, financial drivers, and organizational implications, then translate them into meaningful people strategies.
Exceptional executive presence, consulting, and coaching capability, including the confidence to advise C-suite and senior leaders, challenge constructively, manage conflict, and build trusted relationships.
A global mindset and demonstrated effectiveness working across a diverse, complex, matrixed organization where priorities, stakeholders, cultures, and perspectives may differ.
Strength in strategic workforce planning, organization design, succession planning, leadership development, team effectiveness, and change management, connecting these disciplines rather than approaching them independently.
Strong analytical and problem-solving capability, using people analytics, qualitative insights, data, and hypothesis-driven thinking to diagnose complex challenges and influence data-informed decisions.
The ability to navigate ambiguity with agility and courage, bringing clarity to situations where the path forward is not immediately defined, aligning competing priorities, driving accountability, and adjusting solutions as business needs evolve.
Education/Experience
Demonstrated HR Business Partner or senior HR leadership experience within a large, complex, matrixed organization, ideally a Fortune 100 environment, with the ability to influence across businesses, functions, geographies, and diverse stakeholder groups.
Proven experience advising and coaching C-suite or senior executive leaders, navigating sensitive and ambiguous situations, constructively challenging thinking, and influencing business, organization, and talent decisions without relying on direct authority.
Deep experience translating business strategy into workforce planning, succession, leadership development, organization design, change management, culture, and talent strategies, supported by data and people analytics.
College, university, or equivalent degree in Human Resources, Business or related field preferred.
Significant level of HR consulting experience required including budgetary and annual operating planning.
SHRM or HRCI certifications preferred.
Compensation
Please note that the salary range provided is a good faith estimate on the applicable range. The final salary offer will be determined after considering relevant factors, including a candidate’s qualifications and experience, where appropriate.
Job Human Resources
Organization Cummins Inc.
Role Category On-site with Flexibility
Job Type Exempt - Experienced
ReqID 2441336
Relocation Package Yes
100% On-Site No
Cummins and E-Verify
At Cummins, we are an equal opportunity and affirmative action employer dedicated to diversity in the workplace. Our policy is to provide equal employment opportunities to all qualified persons without regard to race, gender, color, disability, national origin, age, religion, union affiliation, sexual orientation, veteran status, citizenship, gender identity and/or expression, or other status protected by law. Cummins validates the right to work using E-Verify and will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee’s Form I-9 to confirm work authorization. Visit http://EEOC.gov to know your rights on workplace discrimination.