Sr. Director HRBP (Corporate)

Responsibilities

• Serve as the primary HR advisor to C-suite executives and corporate function leaders, providing strategic counsel on organizational priorities, leadership effectiveness, and workforce strategy.
• Anticipate executive needs, offering proactive insights and recommendations that shape enterprise decision-making.
• Act as a thought partner on sensitive, high-impact issues including succession, executive transitions, organizational risk, and culture.
• Lead organizational design for corporate functions, ensuring clarity of structure, decision rights, and operating models that support enterprise priorities.
• Drive multi-year workforce planning for corporate functions, aligning capability needs with strategic goals and financial plans.
• Conduct readiness assessments, lead executive talent planning, succession management, and leadership pipeline development for corporate functions.
• Influence leadership behavior and effectiveness through coaching, feedback, and targeted development strategies.
• Lead change strategies for enterprise initiatives, ensuring alignment, communication, and adoption at the executive level.
• Partner with HR COEs to deliver seamless, high-quality HR solutions tailored to the needs of corporate executives.
• Use analytics, dashboards, and insights to inform executive decisions and measure the impact of people strategies.
• Ensure compliance, risk mitigation, and consistent application of HR policies and procedures across all corporate functions.

Qualifications

• Bachelor’s degree required; Master’s degree or HR certification preferred.
• One year of relevant experience may be substituted for each year of required education.
• 10–12+ years of progressive HR leadership experience, including significant experience supporting C-suite or corporate executive teams.
• Demonstrated ability to influence at the highest levels and navigate complex, sensitive executive matters.
• Expertise in organizational design, workforce planning, executive coaching, and enterprise change leadership.
• Strong analytical capability with experience using data to shape strategy and measure impact.
• Exceptional executive presence, communication skills, and political acumen.
• Strategic mindset with the ability to anticipate future needs and shape enterprise direction.
• Executive influence and the ability to challenge, coach, and guide senior leaders with confidence and diplomacy.
• High emotional intelligence, sound judgment, and a commitment to inclusion and belonging.
• Strong orientation toward measurable outcomes, business impact, and enterprise value creation.