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. Minimum requirements: 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).