About the Role: Grade Level (for internal use): 13
Director, People Transformation & Portfolio Leadership Grade Level (for internal use): GL13 or GL14 The Team Join the People organization at
Mobility Global as the company advances through its
spin-off journey toward IPO. The People function is focused on building scalable, compliant, and insight-driven capabilities that support a standalone, publicly traded future.
This role sits at the center of the People ecosystem-working closely with
Strategic Business Partners, Shared Services, Talent & Culture, and Total Rewards to connect strategy to execution. The team values enterprise thinking, strong partnership, analytical rigor, and a roll-up-your-sleeves mindset to build solutions that scale.
The Role Reporting to the
Head of HR Strategy & Shared Services, the Director, People Transformation & Portfolio Leadership plays a critical role in advancing the People agenda at Mobility Global.
This is a
build role, responsible for establishing the People transformation and portfolio capability from the ground up. The role provides the structure, operating mechanisms, and execution discipline required to deliver People priorities at scale-balancing strategic alignment with hands-on delivery in a fast-evolving, IPO-bound environment.
The role requires strong stakeholder management, sound judgment, and the ability to operate autonomously-making informed decisions while keeping leadership aligned and informed.
S&P Global has recently announced the intent to separate our Mobility Segment into a standalone public company.
For more information, visit .
What's in It for You - Build from the ground up: Design and stand up a critical People capability that will shape how Mobility Global operates as a public company.
- Strategic exposure: Partner closely with senior People leadership on priorities tied directly to business outcomes and IPO readiness.
- Real impact: Drive initiatives that materially affect employees, leaders, and the organization's ability to scale.
- Autonomy with trust: Operate with meaningful decision-making authority in an environment that values judgment and accountability.
- Breadth and influence: Work across Talent, Culture, Rewards, Shared Services, and HR Strategy.
- Growth opportunity: Be part of a high-visibility journey from spin-off to IPO, helping define future-state operating models.
Responsibilities and Impact Build & Own the People Transformation Capability - Design and establish the People transformation and portfolio function, including governance, operating rhythms, reporting, and ways of working.
- Continuously evolve the function as Mobility Global matures from spin-off to IPO and beyond.
People Transformation & Portfolio Ownership - Own the end-to-end portfolio of People initiatives, ensuring alignment to business strategy, People priorities, and IPO milestones.
- Maintain a holistic view across initiatives to identify interdependencies, risks, and opportunities to optimize outcomes.
- Ensure initiatives deliver measurable value and transition smoothly into sustained ownership.
Strategic Planning & Execution - Translate People strategy into an integrated, executable roadmap in partnership with HR leadership.
- Balance long-term strategy with near-term delivery needs.
- Drive execution with discipline, adaptability, and a roll-up-your-sleeves mindset.
Stakeholder Management & Collaboration - Build trusted partnerships across Strategic Business Partners, Shared Services, Talent & Culture, and Total Rewards.
- Partner closely with Finance, global technology teams, Legal, and enterprise stakeholders.
- Navigate competing priorities to drive alignment and momentum across the People portfolio.
Governance, Operating Mechanisms & Decision Enablement - Establish governance and operating mechanisms that enable transparency, accountability, and informed decision-making.
- Provide leadership with clear visibility into progress, risks, dependencies, and trade-offs.
- Operate independently within strategic guardrails to keep work moving forward.
Day-1 Transition to Day-2 Maturity - Orchestrate the transition of People initiatives from Day-1 readiness into Day-2 stabilization and maturity.
- Ensure post-Day-1 performance measures, controls, and ownership models are sustainable.
Financial Oversight & Investment Discipline - Partner with Finance to manage the People portfolio budget and investment tracking.
- Monitor forecast versus actual spend and value realization across initiatives.
- Surface financial and resourcing trade-offs for leadership consideration.
Data-Driven Insights & Executive Reporting - Use data and analytics to inform prioritization, sequencing, and risk mitigation.
- Develop executive-ready dashboards, insights, and materials using advanced Excel and PowerPoint.
- Translate complex data into clear, actionable narratives.
Executive & Board Enablement (Support & Coordination) - Partner with the Head of HR Strategy & Shared Services and Head of Total Rewards to support planning and execution of People-related materials for CPO executive and Board discussions.
- Coordinate inputs, timelines, and dependencies across People teams to ensure materials are accurate, aligned, and delivery-ready.
- Provide execution-focused insights, data, and status views that inform leadership discussions, while ensuring strategic direction and messaging remain aligned to leadership guidance.
- Support preparation of exhibits, dashboards, and supporting analyses, and track follow-up actions and commitments resulting from executive and Board forums.
Team Leadership & Capability Development - Build and lead a high-impact People transformation and portfolio team.
- Develop team members who think strategically and execute with rigor.
- Foster a culture of accountability, continuous improvement, and ownership.
Compensation/Benefits Information (US Applicants Only): Final base salary for this role will be based on the individual's geographic location, as well as experience level, skill set, training, licenses, and certifications. In addition to base compensation, this role is eligible for an annual incentive plan. This role is eligible to receive additional S&P Global benefits. For more information on the benefits that we provide to our employees, please click here .
What Makes You a Strong Fit - Bachelor's degree in Business, HR, Strategy, Analytics, or related field; Master's preferred.
- 10+ years of experience leading transformation, portfolio leadership, or enterprise initiatives.
- Proven experience building functions, operating models, or capabilities from the ground up.
- Strong stakeholder management skills across senior leaders and diverse People teams.
- Demonstrated comfort operating autonomously and making decisions in ambiguity.
- Strong analytical and financial acumen, with advanced proficiency in Excel and PowerPoint.
- Experience operating in complex, matrixed, or IPO-adjacent environments.
How You'll Stand Out - Ability to operate seamlessly as both strategist and executor.
- Strong executive judgment and decisiveness.
- High ownership mindset with disciplined follow-through.
- Comfort building clarity, structure, and momentum where it does not yet exist.
Right to Work Requirements: This role is limited to persons with indefinite right to work in the United States.
About S&P Global Mobility At S&P Global Mobility, we provide invaluable insights derived from unmatched automotive data, enabling our customers to anticipate change and make decisions with conviction. Our expertise helps them to optimize their businesses, reach the right consumers, and shape the future of mobility. We open the door to automotive innovation, revealing the buying patterns of today and helping customers plan for the emerging technologies of tomorrow.
For more information, visit .
What's In It For You? Our Mission: Advancing Essential Intelligence.
Our People: We're more than 35,000 strong worldwide-so we're able to understand nuances while having a broad perspective. Our team is driven by curiosity and a shared belief that Essential Intelligence can help build a more prosperous future for us all.From finding new ways to measure sustainability to analyzing energy transition across the supply chain to building workflow solutions that make it easy to tap into insight and apply it. We are changing the way people see things and empowering them to make an impact on the world we live in. We're committed to a more equitable future and to helping our customers find new, sustainable ways of doing business. Join us and help create the critical insights that truly make a difference.
Our Values: Integrity, Discovery, Partnership Throughout our history, the world's leading organizations have relied on us for the Essential Intelligence they need to make confident decisions about the road ahead. We start with a foundation of integrity in all we do, bring a spirit of discovery to our work, and collaborate in close partnership with each other and our customers to achieve shared goals.
Benefits: We take care of you, so you can take care of business. We care about our people. That's why we provide everything you-and your career-need to thrive at S&P Global.
Our benefits include:
- Health & Wellness: Health care coverage designed for the mind and body.
- Flexible Downtime: Generous time off helps keep you energized for your time on.
- Continuous Learning: Access a wealth of resources to grow your career and learn valuable new skills.
- Invest in Your Future: Secure your financial future through competitive pay, retirement planning, a continuing education program with a company-matched student loan contribution, and financial wellness programs.
- Family Friendly Perks: It's not just about you. S&P Global has perks for your partners and little ones, too, with some best-in class benefits for families.
- Beyond the Basics: From retail discounts to referral incentive awards-small perks can make a big difference.
For more information on benefits by country visit:
Global Hiring and Opportunity at S&P Global: At S&P Global, we are committed to fostering a connected and engaged workplace where all individuals have access to opportunities based on their skills, experience, and contributions. Our hiring practices emphasize fairness, transparency, and merit, ensuring that we attract and retain top talent. By valuing different perspectives and promoting a culture of respect and collaboration, we drive innovation and power global markets.
Recruitment Fraud Alert: If you receive an email from a spglobalind.com domain or any other regionally based domains, it is a scam and should be reported to . S&P Global never requires any candidate to pay money for job applications, interviews, offer letters, "pre-employment training" or for equipment/delivery of equipment. Stay informed and protect yourself from recruitment fraud by reviewing our guidelines, fraudulent domains, and how to report suspicious activity here .
Equal Opportunity Employer S&P Global is an equal opportunity employer and all qualified candidates will receive consideration for employment without regard to race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, military veteran status, unemployment status, or any other status protected by law. Only electronic job submissions will be considered for employment.
If you need an accommodation during the application process due to a disability, please send an email to: and your request will be forwarded to the appropriate person.
US Candidates Only: The EEO is the Law Poster describes discrimination protections under federal law. Pay Transparency Nondiscrimination Provision - _%20English_formattedESQA508c.pdf
10 - Officials or Managers (EEO-2 Job Categories-United States of America), HUMRES103.2 - Middle Management Tier II (EEO Job Group)
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