Director, People and Business Partnerships
Xcel EnergyMinneapolis, MN
Full Time
Posted November 5, 2026
$160k - $230k
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Application opens on company website
Listing evidence and provenance
- Source
- Workday View original listing
- Freshness
- Open in the current public read path; this is not an employer guarantee.Last observed November 6, 2026
- Classification
- Modern power-system classification not yet published for this listing.Legacy source industry field: Utilities
- Pay provenance
- Employer-provided pay
Job Description
Connected, Committed, Trustworthy, Safe
Key Responsibilities
- The Director, People & Business Partnership serves as the senior Human Resources leader for an assigned business portfolio and is accountable for the workforce, leadership, organizational effectiveness, and talent outcomes that enable business performance.
- The role partners directly with executive leaders to shape business strategy through workforce strategy, organizational design, succession, leadership capability, culture, and change leadership. In addition to leading a team of HR Business Partners, the role influences enterprise workforce priorities, helps address future workforce risks and opportunities, and ensures the portfolio has the capabilities required to execute both current and future business objectives.
- Portfolio Workforce Strategy
- Shape and lead the portfolio’s workforce strategy, including long-term workforce planning, organizational design, succession, and the capabilities needed to deliver business and enterprise priorities.
- Lead workforce transformation in response to technology, AI, automation, evolving workforce expectations, and business growth.
- Executive Partnership and Strategic Advisory
- Serve as the senior people and organization advisor to the portfolio executive and leadership team.
- Bring workforce, organizational, talent, and leadership perspectives into business planning, transformation, investment, and operating-model decisions.
- Anticipate workforce risks and opportunities, challenge assumptions, and ensure the people strategy is integrated with the portfolio’s business strategy.
- Coach senior leaders on leadership effectiveness, organization health, talent decisions, and the people and change implications of business transformation.
- HRBP Team Leadership and Capability
- Lead, align, coach, and develop the embedded HR Business Partner team.
- Set portfolio priorities, clarify roles and decision rights, establish consistent partnership and consulting standards, and hold the team accountable for high-quality outcomes.
- Build strategic capability, succession depth, and a strong internal pipeline for future HR leadership roles.
- Enterprise Partnership and Workforce Insight
- Partner with Centers of Excellence, HR Operations, and Workforce Analytics to translate enterprise strategy into scalable, portfolio-specific solutions and bring portfolio insights forward to shape enterprise priorities.
- Leverage workforce and organizational data to identify emerging risks, assess capability needs, model future workforce scenarios, and inform strategic workforce decisions across the portfolio and enterprise.
- Critical Talent and Leadership Pipeline
- Lead the portfolio’s approach to critical talent and leadership pipelines, including succession, talent reviews, and readiness for priority roles.
- Enterprise Talent Governance
- Represent the portfolio in enterprise talent forums and decisions.
- Partner with the Talent Strategy team to translate enterprise talent priorities into business action, bring portfolio needs and insights forward, and strengthen the effectiveness of talent practices across the company.
Requirements
- Bachelor’s degree in Human Resources, business, or a related field, or an equivalent combination of education and experience.
- 10+ years of progressive, senior experience in Human Resources business partnership, workforce strategy, organizational effectiveness, talent strategy, or related.
- Demonstrated ability to shape workforce strategy, influence executive leaders, lead strategic workforce initiatives, and develop high-performing HR teams.
- Track record building organizational capability and driving measurable business outcomes.
- Advanced degree (MBA or related).
- Experience in a large, regulated, or unionized enterprise; utility or industrial sector preferred.
- Senior HR certification (SPHR, SHRM-SCP, or equivalent).
- Our culture is grounded in shared values and employee commitments that guide how we work, support one another, and grow together.
Ready to Apply?
Apply directly on Xcel Energy's site
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