Director, HR Business Partner

Join us as we work to create a thriving ecosystem that delivers accessible, high-quality, and sustainable healthcare for all.

Director, Business HR Consulting - Customer Success, Sales & Marketing

This role serves as the primary strategic HR partner to the Executive Leadership Team (ELT) members leading Customer Success, Sales, and Marketing, providing counsel on complex talent and organizational challenges that drive commercial success. The Director partners closely with Senior Managers who support Senior Leadership Team (SLT) members within these organizations, creating an integrated approach to talent strategy, organizational design, and leadership effectiveness across our go-to-market functions. This role requires deep HR expertise, strong commercial acumen, and the ability to operate as a trusted thought partner to senior leaders navigating the complexity of customer-facing organizations.

Job Responsibilities

• Facilitate talent reviews and succession planning conversations with Customer Success, Sales, and Marketing ELT leaders, ensuring robust pipelines for critical commercial leadership roles.

• Advise on development moves, rotations, and proactive talent assessment to build bench strength for key revenue-generating and customer-facing roles.

• Facilitate organizational design processes and advise on structure options that support go-to-market strategy, customer experience objectives, and revenue growth.

• Counsel leaders on organizational implications of strategic decisions including market expansion, new business models, customer segmentation changes, and sales transformation initiatives.

• Drive regular organizational hygiene reviews across CS, Sales, and Marketing (talent distribution, performance trends, retention risks) with particular attention to high-performing revenue generators and customer relationship owners.

• Advise on team effectiveness, leadership team dynamics, and cultural alignment within and across commercial functions.

• Partner with leaders to diagnose and address organizational barriers to commercial performance and customer success.

• Serve as thought partner to CS, Sales, and Marketing ELT leaders on business decisions with significant people and organizational implications.

• Advise on talent implications of strategic initiatives and help leaders navigate organizational complexity inherent in customer-facing, revenue-generating functions.

• Challenge thinking and offer alternative perspectives on how to achieve business objectives through people and organizational strategies.

Typical Qualifications

• Ten or more years of progressive HR experience with demonstrated breadth across multiple HR verticals (e.g., talent acquisition, talent management, total rewards, organizational development, employee relations).

• Proven track record as a strategic partner to senior leaders, with experience advising ELT-level stakeholders on complex talent and organizational challenges.

• Deep understanding of commercial business models, go-to-market strategies, and the unique talent dynamics of customer-facing, revenue-generating organizations.

• Strong understanding of compensation strategy and structures for commercial roles, including variable compensation plans, sales incentives, and how comp design drives behavior and business outcomes.

• Exceptional judgment about people and organizational dynamics, with strong pattern recognition developed through diverse HR and business experience.

• Demonstrated ability to disagree productively with senior leaders in ways that strengthen relationships and improve decision-making.

• Comfort operating in ambiguity and complexity, with the ability to help leaders navigate uncertainty without premature resolution.

• Ability to understand how talent and organizational decisions in one area impact other parts of the business, anticipating downstream implications and unintended consequences.

• Experience managing scope and accountability across multiple major organizations simultaneously.

• Demonstrated curiosity and capability in leveraging AI tools to enhance HR effectiveness, with the ability to identify opportunities for AI application in talent and organizational work.

• Track record of building credible, trust-based relationships with senior stakeholders and influencing without formal authority.

• High standard of integrity, professionalism, and discretion in handling sensitive and confidential information.

• Excellent communication skills, both verbal and written, with the ability to communicate complex ideas effectively to diverse audiences.