Director, Human Resources Business Partner – Remote

Director, Human Resources Business Partner – Remote

Embark on the next step in your career journey with Direct Travel!  

As a pivotal member of the Direct Travel Human Resources leadership team, you will co-create high-impact People Initiatives that offer strategic partnership to business leaders. Your focus will be on guiding and supporting talent management, performance management, career development, employee relations, workforce planning, and change management. In the midst of a transformative phase within the travel industry, this role is crucial in shaping how the People team scales to meet the needs of an evolving business while maintaining both operational excellence and a superior employee experience. You will identify trends, anticipate emerging needs, and address them with innovative people programs, tools, and processes. 

You will lead a team of global HR Business Partners and report directly to the Chief People Officer. 

Expedition Expectations 

• HRBP Team Management: Oversee and develop the HRBP team, establishing an effective HR Operations strategy and structure.
• Talent Management: Spearhead talent management programs and initiatives across the organization.
• Strategic Alignment: Convert business priorities into programs and practices that enhance team performance, employee engagement, and retention.
• Data Analysis: Utilize people data to identify trends and make data-driven recommendations for improvements in organizational design, workforce planning, and talent management, ensuring measurable outcomes.
• Leadership Development: Build and maintain deep, trusting relationships with leaders to provide coaching, feedback, and data-driven guidance, driving business outcomes and enriching the employee experience.
• Diversity and Inclusion: Foster a culture of diversity, equity, inclusion, and belonging, creating a work environment where employees thrive and grow.
• Learning and Development: Identify and address learning and development needs within your client group, collaborating to create or source innovative solutions.
• Employee Engagement: Oversee and manage Employee Engagement initiatives, including pulse surveys, focus groups, and task forces, ensuring effective data management.
• Benchmarking and Improvement: Conduct regular HR benchmarking and develop recommendations for necessary evolutions or improvements.
• Review Process Management: Develop and manage the annual review process, providing clear expectations, deadlines, and support.
• Compliance and Performance Management: Handle disciplinary and performance improvement processes, as well as annual compliance training.
• Onboarding and Offboarding: Oversee onboarding HR check-ins, offboarding, and exit interviews, recommending improvements based on feedback.
• Communication: Craft and deliver relevant, timely, and contextualized employee communications, considering regional and national differences.

Passport to Success 

• Experience: 10+ years of progressive experience as an HR Business Partner, preferably in a startup or scaling environment, with a strong background in Employee Relations, Performance Management, and People Operations.
• Leadership: At least 5 years of experience leading global teams.
• Prioritization: Ability to manage competing priorities and make optimal decisions for both employees a