Director, HR Business Partner

Position Summary

The Director, HR Business Partner, serves as a strategic advisor to executive leaders, developing and executing people strategies that support business objectives, organizational priorities, and evolving workforce needs.

Responsibilities

• Serves as a strategic advisor to executive leaders, developing and executing people strategies that support business objectives, organizational priorities, and evolving workforce needs.
• Provides expert consultation to leaders and employees across key People & Culture disciplines, including organizational design, talent management, leadership development, performance management, employee relations, compensation, workforce planning, learning, and change management.
• Leverages business insight, workforce data, and market trends to assess complex situations, identify risks and opportunities, prioritize competing demands, and develop recommendations that influence business and people decisions.
• Fosters an inclusive and engaging workplace culture by driving employee experience, employee relations, and DE&I strategies that support attraction, development, and retention.
• Leads organizational effectiveness initiatives that enhance organizational design, capabilities, culture, and team performance.
• Drives talent and succession planning efforts to identify current and future talent needs, mitigate risk, and strengthen leadership readiness.
• Partners with business leaders to assess development needs and implement learning solutions that strengthen organizational capability and support long-term business goals.
• Partners with Compensation and other People & Culture Centers of Excellence to deliver integrated people strategies, programs, and initiatives across the employee lifecycle.
• Oversees the delivery of People & Culture services, ensuring consistent application and interpretation of policies, practices, and procedures.
• Implements, monitors, enforces, and interprets policies and procedures applicable to assigned clients.
• Leads complex, high-impact initiatives requiring sound judgment, strategic thinking, and the ability to navigate ambiguity, balance competing priorities, influence stakeholders, and drive decisions to successful outcomes.
• Operates with a high degree of independence, exercising sound judgment to assess complex situations, prioritize competing demands, make informed recommendations, and drive execution while keeping leadership appropriately informed and aligned.

Qualifications

• Minimum of 7 years of progressive Human Resources experience, including supporting senior leaders and complex organizations.
• Strong analytical, problem-solving, judgment, and decision-making skills, with the ability to assess complex situations, navigate ambiguity, prioritize effectively, communicate clearly, influence stakeholders, and move work forward with limited direction in a fast-paced environment.
• Demonstrated expertise in organizational development, organizational design, and change management, with experience supporting large-scale organizational transformation.
• Proven ability to build credibility, influence decision-making, and serve as a trusted advisor to executives and senior leaders.
• Strong business acumen, with the ability to balance commercial, operational, and people considerations when developing solutions and recommendations.
• Strategic thinker with a hands-on approach, capable of translating people strategies into actionable plans and measurable business outcomes.
• Exceptional leadership, relationship management, communication, facilitation, and consulting skills, with the ability to influence stakeholders at all levels.
• Deep knowledge of Human Resources practices, employment laws, and regulatory requirements.

Preferred Qualifications

• Experience supporting media organizations or other fast-paced, highly matrixed, and rapidly evolving business environments.
• Experience leading global or large-scale organizational change initiatives.
• Ability to leverage workforce analytics, HR technology, and AI-enabled tools to identify trends, assess organizational needs, and develop effective people solutions.

Required Education

• BA/BS in Business, HR or related field and/or equivalent combination of experience.

Preferred Education

• MBA is a plus.