Director of HR Business Partnerships

Responsibilities

• Partner with senior business leaders to align HR strategies with business objectives, providing insights on talent, culture, and organizational effectiveness
• Lead enterprise-wide change initiatives, organizational redesign efforts, and leadership transitions to improve workforce agility
• Design and implement leadership development, high-potential programs, and succession planning strategies to build a strong talent pipeline
• Collaborate with the employee relations team to manage complex employee relations cases, ensure compliance with labor laws, and develop proactive policy improvements
• Partner with talent acquisition to design and execute hiring strategies that align with business needs and future workforce trends
• Champion organizational culture by developing engagement strategies, feedback mechanisms, and retention programs that enhance workplace satisfaction
• Influence and contribute to HR policies and best practices that align with organizational priorities and legal compliance
• Lead HR aspects of mergers and acquisitions integration, reductions in force, and other large-scale workforce adjustments
• Work with compensation and finance to assess and implement competitive compensation and benefits strategies
• Utilize HR data and analytics to drive strategic workforce planning, employee engagement, and retention initiatives

Qualifications

• Educational Requirements: Bachelor’s degree (Master’s degree and/or HR certifications preferred)
• Experience Requirements: 8-10 years experience in relevant field (Strategic HR leadership experience preferred)
• Travel Requirement: Some Travel May be Required
• Supervisor Responsibility: Direct Reports: Hires, retains, trains, coaches, guides, directs, and develops direct reports using company-wide processes, tools and resources; Indirect Reports: May delegate work of others and provide guidance, direction and mentoring to indirect reports
• Required Knowledge and Skills: Strategic HR leadership with a focus on aligning HR strategies with business goals; Expertise in organizational design, change management, and workforce transformation; Strong background in talent management, leadership development, and succession planning; Proficiency in HR analytics and using data insights for decision-making; Deep knowledge of employment law, compliance, and employee relations best practices; Strong experience in compensation, benefits, and total rewards strategies; Proficiency in HR technology and HRIS platforms