Director, HRBP

Responsibilities

• Serve as a trusted advisor to the Partnerships, Experiential, PR/Social, Finance and Business Operations leadership teams, influencing business and talent decisions through strategic counsel, data-driven insights, and practical solutions that drive organizational performance.
• Proactively identify organizational and talent challenges, assess root causes, and develop actionable solutions while influencing leaders to drive alignment, accountability, and successful execution.
• Partner with hiring managers and department heads to understand staffing needs, prospective openings, and position requirements; forecast changes in staffing, plan recruiting strategies in advance, and maintain movement in the talent pipeline to improve long-term productivity.
• Effectively partner with finance and business leaders to manage open headcount process, with deep understanding of organization to inform staffing structures and headcount needs.
• Influence leaders across the organization to optimize team structures, workforce planning, and talent strategies; drive initiatives that improve organizational effectiveness, business performance, collaboration, and employee engagement.
• Cook up company-wide training on, and compliance with, all federal, state, and local laws and regulations, including health and safety regulations, anti-harassment and non-discrimination policies, and employee conduct guidelines.
• Implement organizational talent initiatives, focusing on talent recruitment, retention, training, and professional growth, with specific emphasis on leadership development.
• Coach and counsel management and employees in areas of employee relations, conflict resolution, performance appraisals, and disciplinary measures.
• Thoroughly investigate any potential EEO issues, discrimination, harassment, or any other employee relations complaints or disputes; effectively present findings to the appropriate parties.
• Proactively identify and implement procedures that promote employee performance and job satisfaction. Ensure fair and consistent application of company policy and regulation while promoting positive employee morale.
• Guide assigned client groups through semi-annual performance review process and coordinate with senior management and finance counterparts to execute merit planning.
• Compile and process new hire paperwork, employee data changes, merit increases / salary adjustments and employee terminations leveraging Workday.
• Anticipate business needs and bring forward solutions, recommendations, and insights rather than simply responding to requests, helping leaders navigate growth, change, and organizational complexity.

Qualifications

• Bachelor’s degree in Human Resources, Psychology, Business Management, or related field required; relevant Master’s degree preferred.
• HR certifications a plus, including but not limited to PHR, SHRM–CP, SPHR, SHRM-SCP, APTD, or CPLP.
• Minimum of 8 - 10 years of Human Resources experience with a focus on strategic business partnership, employee relations, and organizational development. Recruitment experience a plus.
• The ability to incorporate equity and belonging into all of our HR initiatives and overall employee experience.
• Previous experience as HR Business Partner supporting companies within the marketing, entertainment, sports, fashion, or media industry highly desired.
• Experience supporting a marketing agency preferred.
• Must possess a strong working knowledge and understanding of all applicable employment/human resources laws, rules, codes, and regulations (i.e. EEO, ADA, FMLA etc.).
• Knowledge of global HR statutory practices and international HR operations.
• Proficiency in Microsoft Office is a must.
• Previous experience using Workday or similar HRIS systems preferred.
• A proven background of success managing and developing people.