Director, HR Business Partner

Position Overview

Greater Purpose and Core Values: Athletico’s Greater Purpose is to empower people, inspire hope and transform lives. We accomplish this by providing exceptional, progressive, and cost-effective fitness, performance and rehabilitative services through personalized care that emphasizes education and prevention of future injury. This is accomplished through building on our Core Values of one team, understanding our business, recognition, people-focused, accountability, continuous innovation and trust and integrity, which are the foundation for our unique culture.

Position Summary:

The Director, HR Business Partner (HRBP) serves as a strategic advisor to a designated division of the organization, reporting directly to the Vice President, HR Business Partnering. This role leads the execution of enterprise-wide HR strategies, acting as the primary liaison between business leaders and HR Centers of Expertise (CoEs) to proactively identify and address talent and organizational needs. The Director builds trusted partnerships with senior leadership to deliver high-impact HR solutions that reflect Athletico’s mission, vision, and values. Key areas of focus include organizational development, supporting leaders in the development of high-performance teams, driving key talent initiatives such as talent assessments, succession planning, employee engagement, and retention. As a member of Athletico’s HR Leadership Team, the Director plays a critical role in shaping and advancing the company’s people strategy.

Essential Duties and Responsibilities:

• Partner with senior leadership to align HR strategies with business objectives, driving organizational effectiveness, workforce planning, and talent initiatives
• Serve as a trusted advisor to senior leaders, leveraging expertise in conflict resolution and influencing leadership effectiveness. Coach and practice candid, actionable feedback with leadership team, especially around performance management
• Provide guidance on organizational design, talent management, leadership development, company culture, and strong performance management leadership capabilities
• Leverages partnerships across HR disciplines—including Talent Acquisition, Total Rewards, and Talent Development—to co-create and implement strategic initiatives that drive business performance and employee engagement
• Drive a forward-looking talent strategy in partnership with business leaders, aligning workforce capabilities with financial goals and ensuring a strong succession pipeline
• Leads the end-to-end delivery of HR solutions and accountable for ensuring high-quality, delivery of HR services that meet the needs of the business
• Lead initiatives that enhance employee engagement, culture, and retention, leveraging insights from surveys, performance data, and feedback loops.
• Use workforce analytics and HR metrics to inform strategic decisions, identify trends, forecast talent needs, and optimize organizational performance.
• Translate complex data into compelling narratives that influence stakeholders, drive change management, and guide leadership in making informed, people-centric decisions.
• Drive a positive employee experience by fostering an inclusive and motivating environment that empowers teams to deliver outstanding patient outcomes.
• Deliver HR initiatives that support the broader HR strategy and priorities 

Qualifications:

• Education:
  • Bachelor’s Degree required, preferably in Human Resources or related field.
  • MBA or other related graduate level degree strongly preferred.
• Work and Technical Experience:
  • Minimum of 10 years of HR business partnering experience required, with preferred 5+ years’ progressive leadership responsibilities in a growth environment.
  • Experience in supporting an organization undergoing transformative change is essential.
  • 3-5 years’ experience in the healthcare field a plus.
  • Experience in retail, manufacturing, or other industries with multi-site operations strongly preferred
  • Adept at diagnosing workforce challenges that impact organizational effectiveness.
  • Ability to manage large-scale change management programs across complex organizational structures
  • Proven ability to lead and influence cross-functional teams, achieving high levels of collaboration and buy-in to deliver impactful business outcomes.
  • Skilled in fostering productive relationships and driving alignment in a matrixed organization through clear communication and influence, regardless of reporting lines.
  • Strong Excel experience with proficiency in VLOOKUPs, PivotTables, and data visualization; also proficient