Director, HR Business Partner

Job Summary 

The Director, HR Business Partner is a key member of the talent team who champions meaningful employee experiences while ensuring core business and organizational objectives are met. This individual develops and implements a proactive and forward-thinking talent strategy with leaders that is consultative and influential to the organization’s success. The Director builds strong relationships with employees at all levels and anticipates talent-needs, maintains an effective level of business knowledge and partners closely with HR centers of excellence, Finance, Legal, and the HR Business Partner team 

 
You Will: 

• Drive a progressive talent strategy aligned with business objectives and company ethos  

• Lead talent management practices, including performance management, internal mobility, career development, and employee relations 

• Design and execute strategies with HRBP leadership to continually develop, engage, and retain employees 

• Build and implement equitable talent practices that promote a culture of belonging 

• Provide business leaders with strategic guidance on organizational design, workforce planning, and succession planning to prioritize employee growth and optimize organizational effectiveness 

• Build and maintain strong relationships with employees, managers, and senior leaders 

• Coach and influence leaders on a variety of topics including talent development, retention strategy, performance management, and employee relations 

• Implement annual company performance feedback process to empower employee growth and fulfillment and foster a culture of two-way feedback 

• Act as strategic partner to Finance and business leaders throughout the annual compensation cycle, ensuring competitive and equitable distribution of rewards 

• Provide employees with day-to-day coaching and counsel 

• Partner closely with HR centers of excellence, including DEI, Talent Acquisition, HR Operations, Benefits & Wellness, and Learning & Development, to ensure a holistic and connected talent agenda  

• Analyze data and insights to identify trends and inform talent strategy 

• Manage and resolve complex employee relations issues, conducting effective, thorough and objective investigations and partnering with Legal counsel as appropriate 

• Coach, guide and delegate to Manager resource as needed 

• Identify training needs for business units in partnership with Learning & Development 

 
You Are: 

• A relationship builder with excellent communication skills, enabling you to develop trusting relationships across all levels of the organization 

• Able to thrive in an agile and fast-paced environment, effectively managing changing needs for team and department 

• A thought leader with a collaborative spirit. You demonstrate active listening and the ability to influence decision makers across all levels. 

• An active leader in business meetings and conversations; eager to ask questions and provide thoughtful insight 

• A critical thinker with strong business acumen and an understanding of the interdependent relationship between talent and business objectives 

• An independent problem solver who views challenges as opportunities to transform and innovate 

• An advocate for and supporter of Diversity, Equity and Inclusion 

• Adept at managing conflict with composure. You possess strong decision-making capabilities, knowing when to escalate, manage up, and collaborate for support.  

• Able to navigate complex employee relations issues and investigations with objectivity  

• A career coach to employees at all levels. You are passionate about fostering a culture of two-way feedback.  

 
Education and Experience 

• Minimum of 5 years in HR Business Partner role autonomously   

• Working knowledge of multiple Human Resource disciplines including compensation practices, employee relations, DEI, federal and state respective employment laws 

• Experience managing change in a fast-paced organization 

• Relevant industry experience desired 

The statements herein are intended to describe the general nature and level of work being performed by employees, and are not to be construed as an exhaustive list of responsibilities, duties and skills required of personnel so classified. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the employer.