SR. DIRECTOR, HRBP

Work Location: US - Atlanta, GA

About the Role

The Senior Director of People and Culture Human Resources Business Partnerships provides strategic and operational leadership for CARE USA’s People and Culture Business Partnership function, ensuring that people strategies, organizational structures, and HR services enable CARE to achieve its global mission and strategic priorities. This role leads a high-performing team of People and Culture Business Partners, establishes direction and standards, and builds leadership capability. The Senior Director serves as a trusted advisor to senior executives, translating business priorities into workforce, talent, culture, and organizational effectiveness strategies. The role also advances CARE’s transformation agenda by strengthening agility, accountability, collaboration, and a consistent employee experience across global teams.

Responsibilities

• Strategic People and Culture Business Partnership Leadership
  • Establish and execute the enterprise strategy, operating model, and annual priorities for the People and Culture Business Partnership function.
  • Serve as the principal People and Culture advisor to senior executives on organizational design, workforce planning, talent strategy, and complex people matters.
  • Translate CARE’s strategic priorities into integrated workforce and people plans to strengthen organizational capability.
  • Lead organizational design and workforce-planning initiatives across functions, regions, and country offices.
  • Anticipate workforce trends, risks, and capability gaps, recommending enterprise-level interventions.
  • Define performance measures and use workforce data to evaluate the effectiveness of the business-partnering model.
  • Represent the function in executive forums, influencing decisions on culture, accountability, and operating-model evolution.
  • Advance CARE’s digital-first strategy by embedding agile, data-informed, and technology-enabled practices.
• People Leadership, Capability Building, and Succession
  • Lead, inspire, and hold accountable a high-performing team of People and Culture Business Partners.
  • Establish team objectives, service expectations, and accountability mechanisms aligned with organizational priorities.
  • Build strategic, consultative, and change-leadership capabilities within the team.
  • Coach team members through complex organizational and employee-relations challenges.
  • Develop a succession-ready leadership pipeline through talent reviews and development planning.
  • Foster an inclusive, collaborative, and results-oriented team culture.
  • Assess team capacity and deploy resources based on organizational priorities and risks.
• HR Transformation, Technology, and Change Leadership
  • Provide senior leadership for HR transformation initiatives affecting the Business Partnership function.
  • Partner with the Director, HR Transformation to define business requirements and adoption priorities for enterprise HR platforms.
  • Serve as the senior voice in the design and optimization of global HR systems and processes.
  • Lead the business-partnering function through technology and process changes, including change strategies and stakeholder engagement.
  • Champion the responsible use of AI-enabled HR tools and workforce analytics.
  • Ensure technology-enabled HR practices are integrated into Business Partner workflows.
  • Identify barriers to transformation and escalate enterprise risks requiring executive intervention.
• People Governance, Employee Relations, and Organizational Risk
  • Establish governance, standards, and controls for People and Culture Business Partnership practices.
  • Provide executive-level direction on complex employee-relations matters, including restructures and investigations.
  • Exercise independent judgment in assessing people-related risks and determining interventions.
  • Partner with Legal, Ethics, and Employee Relations to address complex matters fairly and consistently.
  • Lead the implementation of new people policies and translate requirements into clear guidance.
  • Monitor patterns in employee relations and workforce data to identify systemic risks.
  • Ensure leaders receive guidance to make equitable and legally sound people decisions.

Requirements

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Industrial and Organizational Psychology, or a related field, or equivalent experience.
• Minimum of 10+ years of progressively responsible human resources experience, including 5-7 years leading an HR Business Partner or comparable senior HR function.
• Demonstrated experience leading HR strategy and service delivery in a large, complex, or multinational organization.
• Proven success advising executive leaders on organizational design, workforce planning, succession, and major change.
• Significant experience leading and developing senior HR professionals and building a high-performing team.
• Ability to translate organizational strategy into integrated workforce plans and measurable outcomes.
• Extensive experience leading complex organizational restructures and workforce transitions.
• Advanced knowledge of employment practices and employee-relations principles.
• Proven ability to influence senior executives and navigate competing priorities.

Pay

Pay Range: $127,462.74 - $177,810.53 Annually (Starting salaries are based on candidate experience, education, knowledge, skills, and cost of labor where the job is based.)