Director - HR Business Partner

Work Location(s)2911 Lake Vista Drive, TX, 500 Woodward Avenue, MI, 601 S. Tryon Street, NC

Work Schedule:

Ally designates roles as (1) fully on-site, (2) hybrid, or (3) fully remote. Hybrid roles are generally expected to be in the office a certain number of days per week as indicated by your manager. Your hiring manager will discuss this role's specific work requirements with you during the hiring process. All work requirements are subject to change at any time based on leader discretion and/or business need.
* This role is on a hybrid schedule in our Charlotte, NC, Detroit, MI or Lewisville, TX office weekly and some remote work. Required domestic travel up to 25%.
** As the HR
* BP Director you will provide strategic talent partnership aligned to specific departments and/or functions reporting up to the EC (Executive Council/C-Suite) level, driving the human capital strategy for complex groups with interdependency & cross-functionality. This role is specifically aligned to the operations teams. In this role you will use an analytical mindset, industry knowledge, and deep business acumen to create & implement organizational design, total rewards and retention strategies, workforce assessment and enablement, and leadership effectiveness initiatives.

You will translate the strategic priorities of your associated partner group(s) to the human capital strategy needed to achieve operational efficiency and/or growth, then lead change management efforts to operationalize those priorities. In this role, you must have the ability to work with minimal oversight and direction in a technology and AI-enabled environment. You will leverage your breadth of HR experience and knowledge of the talent lifecycle to drive issues independently.

You will operate as a strategic partner for the aligned department or function(s) and regularly interact with other senior-level internal personnel and frequently interact with Ally Executive Leadership.  This is currently an
* individual contributor
* role, but this job level has the potential for future supervisory responsibilities. The ideal candidate brings expertise in executing organizational effectiveness & design, change management & leadership, and talent strategy, with the credibility to influence at the Sr. Leadership level and the foresight to help leaders adapt in a rapidly evolving world.
* Serve as the primary strategic HR partner to senior-level leaders for specific business units or functions, aligning human capital plans with business strategy and performance goals.
* Assess organizational health, including spans and layers, decision rights, role clarity, and operating mechanisms to improve agility, speed, and accountability.
* Lead large-scale workforce transformation & organizational design initiatives aligned to strategy, growth priorities, and operational efficiency, including reskilling, redeployment and role design for your aligned groups.
* Partner with HR COEs and leaders on retention and rewards insights and lead workforce planning and succession/talent reviews.
* Own large-scale & potentially cross-functional change management initiatives and ensure alignment across talent, performance, rewards, and learning to reinforce desired behaviors and outcomes.
* Partner with workforce analytics and leverage HR data to diagnose issues and trends (e.g., turnover, engagement, performance distribution); convert insights into HR strategic plans to remediate human capital watch items.
* Coach senior and executive leaders on organizational health, performance, engagement, and team effectiveness.
* Navigate nuanced situations such as conflict resolution and mediation, exhibiting exceptional influence, coaching and emphatic listening alongside proper effective challenge and risk awareness.
* Lead annual talent processes (e.g., performance management, compensation, engagement, talent management, talent acquisition, and leadership development) for your aligned groups.
* Translate leadership needs into COE requirements and provide feedback to shape future content, programs, and policies.
* Proactively identify practical opportunities to enable HR partnership using AI and…