Sr. Director, HR Business Partner

About the role

Partners with the Executive Leadership Team member and Vice Presidents in the development of organizational and HR strategies to deliver business results related to long-term, strategic and high-priority HR topics. Serves as a subject matter expert and advisor to the ELT member and department Vice Presidents. Works collaboratively across the HR department to ensure all aspects of HR are delivered effectively to the business. Provides leadership and direction of the HR department as a member of the HR Leadership Team (HRLT).

Responsibilities

• Align priorities and work for the ELT member and/or function.
• Oversee and coordinate the strategic work for the ELT member.
• Manage the HR Leads in the function being supported.
• Bring business and department issues to the HR Department.
• Serve as a member of the HRLT to help lead the HR Department.
• Lead complex programs across the organization.
• Lead and guide large-scale organizational transformation efforts, helping leaders navigate complex change while minimizing disruption and maintaining employee engagement and business performance.
• Partner with executive leaders to develop and execute change management strategies that build organizational readiness, drive adoption, and sustain desired business outcomes.
• Serve as a trusted advisor during periods of significant growth or transformation by ensuring effective communication and change leadership throughout the organization.
• Partner with Business Leadership Teams in the development of organizational and HR strategies to deliver business results to the departments of organizational design, talent management, diversity and inclusion, and leadership development.
• Provide strategic consultation to the EO/DH and their leadership teams on the people side of the business.
• Ensure alignment between the corporate HR strategy and the business strategy to build employee capabilities that meet business objectives.
• Provide two-way feedback on business needs to the Centers of Excellence and the rest of the HR organization.
• Act as a trusted business advisor to the Department Leadership Team on transition planning, mentoring, team building, performance management, succession planning, and related areas.
• Partner with HR Consultants in the day-to-day HR support and effective delivery of HR programs and processes, ensuring business leaders engage HR Consultants in work for the function/department.
• Engage and consult on escalated issues or issues impacting the department head, including political impacts or precedent-setting situations.
• Areas of leadership include talent acquisition strategy, diversity and inclusion initiatives, organizational design, talent review and talent management, workforce planning, engagement initiatives (e.g., Gallup), and change management.
• Serve as a liaison to corporate HR and represent the business perspective on HR design or policy discussions.

Requirements

• 10 years of human resources experience including a Bachelor’s degree in HR or an equivalent combination of education and progressively responsible work experience.
• Master’s degree preferred.
• Experience in workforce planning, change management, organizational design, talent management, performance management, and strategic and operational planning.
• Strong business acumen and ability to contribute to the business strategy.
• Demonstrated ability to collaborate with business leaders to develop, implement, and sustain HR programs that enable the achievement of business goals.
• Excellent consultative, interpersonal, and influencing skills, including the ability to build rapport, coach, and influence at all levels of the organization.
• Strong problem-solving, facilitation, and analytical skills.

Skills

• Org Design: Adeptly executes the skill and guides others with strong competency. Applies skills in complex situations and makes recommendations for improvement. Guides or advises others in skills and looks ahead and anticipates requirements. Recognized for having strength in this skill.
• Change Management: Serves as a role model, coaches others on skill progression, and identifies external market skill trends. Deep expertise in tools, processes, and methods related to the skill. Recognized as a Subject Matter Expert and considered an internal/external thought leader. Models mastery, coaches, and develops others on the skill.
• Leading through transformation: Serves as a role model, coaches others on skill progression, and identifies external market skill trends. Deep expertise in tools, processes, and methods related to the skill. Recognized as a Subject Matter Expert and considered an internal/external thought leader. Models mastery, coaches, and develops others on the skill.
• Workforce planning: Serves as a role model, coaches others on skill progression, and identifies external market skill trends. Deep expertise in tools, processes, and methods related to the skill. Recognized as a Subject Matter Expert and considered an internal/external thought leader. Models mastery, coaches, and develops others on the skill.
• HR Acumen (NM): Advanced
• HR Ethics (NM): Expert
• Strategic Thinking (NM): Expert
• Storytelling through Data (NM): Expert
• Technical & Digital Acumen (NM): Advanced
• Organizational & Political Savvy (NM): Expert
• Change Management (NM): Expert

Pay

Compensation range: $144,000 – $216,000. Geographic-specific pay structures apply:

• Structure 110: $158,400 – $237,600 USD
• Structure 115: $165,600 – $248,400 USD

Final salaries are based on candidate skills and experience, market conditions, location, and other factors uncovered during the hiring process. Additional geographic-specific pay structures and benefits may apply depending on location.