Senior Director-HR Strategy & Org Effectiveness

JOB DESCRIPTION

Position Summary

Tallgrass is seeking a strategic, execution-oriented leader to serve as Senior Director, HR Strategy & Organizational Effectiveness. This role will lead enterprise-wide HR transformation efforts focused on strengthening leadership capability, organizational effectiveness, workforce planning, change leadership, and scalable people practices that support a rapidly growing organization.

This leader will play a central role in executing the company's multi-year HR roadmap, modernizing foundational HR practices, and improving how HR supports the business. The role is designed to connect strategy to execution, ensuring initiatives are practical, measurable, and aligned with operational realities across both corporate and field environments.

The position will oversee several key enterprise capabilities, including leadership development, learning and training, organizational effectiveness, strategic workforce planning. The role will also serve as a key integration point across HR functions to improve consistency, prioritization, governance, communication, and execution discipline.

This individual must be equally comfortable shaping long-term strategy, leading enterprise initiatives, improving systems and processes, and rolling up their sleeves to solve problems and drive execution.Minimumrequirements:

Education:

• Bachelor's degree in Human Resources, Business Administration/Management, or related field.
• A minimum of ten (10) years direct work experience in a similar type of role or Senior Manager role, which may be considered as a substitute for a degree.

Experience/Specific Knowledge:

• A minimum of 10 years of progressive HR experience.
• Strong knowledge of HR best practices, employment laws and regulations.
• Strong business acumen and the ability to algin HR practices with organization goals and objectives.
• Excellent leadership and people management skills, with the ability to inspirate and motivate.
• Outstanding communication and interpersonal skills, with the ability to influence and collaborate with stakeholders at all levels.
• Strong analytical and problem-solving abilities, with a data-driven approach to decision making.
• Advanced proficiency level of software applications for applicant tracking, learning management, human capital management and MS Office applications such as Excel, Word, PowerPoint, Teams, and Outlook.

Certifications, Licenses & Registrations:

• Must possess and maintain a valid driver's license and a driving record satisfactory to the company and its insurers (for travel).

Competencies, Skills & Abilities:

• Must have a high level of integrity, self-accountability, and self-motivation.
• Must have strong investigative, problem-solving ability, curious and innovative, critical thinking and passion for the role and ability to continue learning.
• Ability to organize and prioritize daily work and maintain strict confidentiality.
• Must be able to perform all essential and marginal functions of the job.
• Must be able to work with a team, take direction from management, adhere to required work schedules, focus attention on details, and follow work rules.
• Ability to successfully perform multiple tasks with strict deadlines.
• Resiliency and flexibility to work in a rapidly changing environment.

Physical Demands:

All of the physical requirements listed below are those that may be necessary for an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Sitting; standing; walking or moving throughout facility; driving; talking; seeing (specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus); hearing; feeling; bending or stooping; squatting or crouching; reaching; kneeling; pushing; pulling; lifting up to 25lbs.
• Minimal safety hazards; general office working conditions.
• Must be able to sit for prolonged periods of time.
• The employee is regularly required to use hands to type, touch, handle, or feel. The employee is required to talk and hear. The employee is frequently required to stand and reach with hands and arms. The employee is occasionally required to walk and climb or balance. The employee must regularly lift and /or move up to 10pounds and occasionally lift and/or move up to 25pounds.

Working Conditions:

• Work Schedule flexibility and schedules are offered.
• Overnight travel will be required up to 25%.
• Required to carry a cell phone and be available to respond during working and non-working hours.
• The successful candidate will be required to clear a drug screen and a complete background check, including credit report for certain positions, after an offer has been extended and prior to being employed.

Supervisory Responsibility:

Yes

PREFERRED EDUCATION, EXPERIENCE, CERTIFICATIONS, COMPETENCIES, SKILLS, & ABILITIES:

Abovethe minimum requirements; not required but advantageous in this position:

• Industry experience a plus.
• Having a master's degree is a plus.
• Professional HR certification (e.g., SPHR, GPHR) are a plus.
• Experience with ADP or Oracle software preferred.
• Fluency in Spanish is a plus.
• An understanding and knowledge of global HR best practices, employment laws and regulations.

Other responsibilities:

The above statements describe the general nature and level of work being performed. This position may perform other duties as assigned.

The compensation range for this position is $220,000 - $260,0001. HR Strategy & Transformation

Lead execution of Tallgrass's multi-year HR strategy and transformation roadmap, ensuring HR initiatives directly support enterprise objectives, organizational growth, and workforce needs.

Responsibilities

• Partner with HR leadership, executive leadership, and business leaders to develop, maintain, and execute the enterprise HR strategy and annual HR operating plan.
• Integrate strategic developments into a focused HR roadmap with clear ownership, timelines, milestones, and success metrics.
• Establish governance, prioritization, and execution discipline for major HR initiatives.
• Monitor and report progress against strategic objectives, KPIs, and transformation milestones.
• Serve as a strategic advisor on workforce, talent, organization, and leadership matters.
• Co-lead annual HR planning processes and facilitate alignment across HR functions.
• Develop and maintain HR scorecards, dashboards, and strategic reporting.
• Identify opportunities to simplify, standardize, and improve HR processes, services, and operating models.
• Lead HR change management efforts associated with organizational and business transformation.
• Develop and execute HR communication strategies that improve awareness, alignment, and adoption of key programs, priorities, and organizational changes.

2. Organizational Effectiveness & Workforce Strategy

Lead enterprise organizational effectiveness initiatives that improve organizational performance, leadership effectiveness, decision-making, workforce capability, and scalability.

Responsibilities

• Lead organizational design efforts supporting growth, restructuring, and new business initiatives.
• Partner with executive leaders on organizational structure, operating model, and decision-rights clarity.
• Facilitate organizational effectiveness assessments and recommend improvements to structure, roles, accountability, and team effectiveness.
• Support leadership teams in standing up new functions, integrating organizations, and improving cross-functional alignment.
• Lead strategic workforce planning efforts to identify future talent needs, critical roles, succession risks, and workforce capability gaps.
• Develop workforce planning methodologies, tools, and analytics to support business planning and growth initiatives.
• Partner with HR Business Partners and business leaders to align workforce strategies with enterprise priorities.
• Lead enterprise succession planning and talent review processes.
• Oversee leadership assessment methodologies, talent segmentation, and high-potential identification programs.
• Lead organizational change initiatives, including stakeholder analysis, change impact assessments, communication planning, and adoption strategies.
• Develop frameworks and tools that help leaders improve team effectiveness, accountability, decision-making, and organizational clarity.

3. Leadership Development & Enterprise Learning

Lead the strategy, design, delivery, and continuous improvement of enterprise learning, leadership development, training alignment, and capability-building initiatives.

Responsibilities

• Provide leadership for the Learning & Development and Enterprise Training functions.
• Establish a comprehensive leadership development strategy aligned with Tallgrass's leadership expectations, culture, and growth objectives.
• Oversee enterprise leadership programs, manager development initiatives, onboarding programs, and leadership academies.
• Lead development of succession pipelines for critical leadership and technical roles.
• Design and implement leadership assessment and development frameworks.
• Ensure learning programs build capabilities needed to support business priorities, operational excellence, and organizational growth.
• Establish learning effectiveness measures and evaluate program outcomes.
• Partner with business leaders to identify emerging capability needs and future workforce requirements.
• Integrate leadership development, succession planning, performance management, and workforce planning into a cohesive talent strategy.

4. HR Program Management & Continuous Improvement

Provide enterprise project leadership for major HR initiatives and transformation efforts.

Responsibilities

• Serve as the executive sponsor or program lead for major HR transformation initiatives.
• Establish lightweight but effective project management disciplines, governance structures, templates, and reporting mechanisms across HR.
• Coordinate cross-functional initiatives involving HR, IT, Operations, Finance, and business leaders.
• Monitor project risks, dependencies, resource needs, and implementation progress.
• Lead continuous improvement efforts using Lean and process optimization principles.
• Drive standardization, scalability, and operational excellence across HR processes and programs.

ABOUT US

Tallgrass was named one of the Top Workplaces USA and highlighted in Colorado's Top Workplaces for the past seven consecutive years. Tallgrass is a leading energy infrastructure company focused on safely, reliably, and sustainably delivering the energy and services that power our nation and enable our quality of life.

At Tallgrass, we value our teams and strive to create an environment where employees feel respected, and their contributions are valued. We aim to support employees' physical, mental, and financial well-being through a comprehensive Total Rewards Program.

• Industry competitive pay
• Health insurance package options that include Flexible Spending & Health Savings Accounts
• Infertility Coverage
• Parental Leave
• 401(k) with up to a 6% match that vests immediately plus an employer discretionary contribution of up to 4%
• Wellness Programs and Mental Health Resources
• Employer-paid life insurance, short-term disability, and long-term disability coverage
• Critical Illness & Accident Insurance
• Vacation, sick days, paid caregiver leave, volunteer and bereavement paid time off
• Identity theft protection
• Annual discretionary bonus
• Generous Tuition Reimbursement Program
• Company-paid holidays and floating holidays
• Company vehicle (if applicable)
• Employee discounts; vehicles, tires, cellular plans, and more
• Networking and employee engagement events
• Personal development to grow your career with us based on your strengths and interests

Application Deadline: Recruiting timelines vary by position; however, all Tallgrass positions accept applications for at least five business days from the posting date. This position is open and still accepting applications.

Compensation: Compensation ranges are provided in good faith based on what we anticipate when researching wages for this position at the state and national levels. We may ultimately pay more or less than the posted range. This salary range may also be modified in the future.

Notice to External Search Firms: Tallgrass does not accept unsolicited resumes from search firms or employment agencies. Unsolicited referrals and resumes are considered Tallgrass property; therefore, Tallgrass will not pay a fee for any placement resulting from the receipt of an unsolicited referral. Approved vendors may be invited to refer talent for specific positions at Tallgrass's request only. A fully executed agreement with Tallgrass must be in place and current in these cases.

EEO Statement: Tallgrass complies with all Equal Employment Opportunity (EEO) affirmative action laws and regulations. Tallgrass does not discriminate on the basis of age, race, religion, color, sex, national origin, marital status, genetic information, sexual orientation, gender Identity and expression, disability, veteran status, pregnancy status, or other status protected by law.