Director Human Resources Business Partner
Church Pension GroupAbout the role
Are you a trusted advisor who thrives on building strong relationships with leaders and employees? Do you enjoy balancing hands-on HR support with strategic talent initiatives? Are you looking for an opportunity where your expertise can drive both business impact and support a mission-centered organization? If so, we’d love to meet you.
At Church Pension Group (CPG), we have been serving the Episcopal Church since 1917. Founded to provide pension benefits to clergy, our mission has expanded to include life and disability insurance, health benefits, property & casualty insurance, and publishing. Today, headquartered in Midtown Manhattan, we remain deeply committed to supporting the clergy and lay employees of the Episcopal Church while operating with the professionalism and impact of a high-performing financial services organization. We are seeking an Director HR Business Partner who will play a pivotal role in shaping the employee experience and enabling our leaders to bring out the best in their teams. This is a unique opportunity to join an exceptional, values-driven organization where your HR expertise will directly impact our people, our performance, and our greater mission. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.
Business Partnership
- Serve as the go-to advisor for leaders and employees on HR matters, providing insightful guidance and engaging subject matter experts as needed.
- Build strong, trusted relationships with leaders to influence decisions and drive positive outcomes.
- Develop a deep understanding of the business to translate strategy into actionable HR solutions.
Talent Lifecycle Management
- Partner with leaders to assess workforce needs, optimize hiring and onboarding, promote internal mobility, and guide succession planning.
- Participate in the interviewing process.
- Support identification of skill gaps and connect employees with relevant learning and development resources.
- Coach managers and employees through the full performance management cycle, including goal setting, development planning, feedback discussions, and performance challenges.
- Facilitate talent reviews and calibration discussions to ensure fairness, equity, and recognition of top performers.
- Guide managers through employee terminations and manage the employee exit interview process.
Employee Relations and Workplace Culture
- Advise managers on policy application and employee relations matters, balancing compliance, risk management, and business needs.
- Partner on engagement initiatives and act on survey feedback to foster stronger, more effective team environments.
- Embed DEI principles into everyday practices to foster an inclusive environment where all employees can thrive
- Translate employee feedback and business observations into recommendations that strengthen HR programs, policies, and organizational health
Effective performance of the essential functions of this position requires regular in-person, on-site interaction with colleagues, both for purposes of relationship building and meaningful collaboration.
QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Proven success coaching leaders, guiding performance, and addressing employee relations (including formal investigations)
- Proven HRIS and reporting capabilities
- Proficient with Microsoft Office, strong Excel skills
- Project management experience
- Client service-focused, trusted advisor with excellent communication skills, judgment, discretion, and the ability to influence at all levels
- Adaptable, proactive, and resilient; comfortable with both big-picture thinking and day-to-day execution; critical thinker with continuous improvement orientation
EDUCATION and/or EXPERIENCE
● 8+ years of progressive HR experience across the full employee lifecycle
● 5+ years as a strategic HR Business Partner
● Bachelor’s degree
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