Sr. Director, HRBP (SP&T and G&A)

Dayforce is a global human capital management (HCM) company headquartered in Toronto, Ontario, and Minneapolis, Minnesota, with operations across North America, Europe, Middle East, Africa (EMEA), and the Asia Pacific Japan (APJ) region.

Our award-winning Cloud HCM platform offers a unified solution database and continuous calculation engine, driving efficiency, productivity and compliance for the global workforce.

Our brand promise - Makes Work Life Better™ - Reflects our commitment to employees, customers, partners and communities globally.


About the opportunity
The Sr. Director, HR Business Partner (HRBP)serves as the primary strategic advisor to C-Suite executives and/or senior regional or functional leadership teams within our Engineering and Corporate functions. This role drives alignment between business strategy and people strategy, leading organizational transformation and ensuring the HR agenda enables enterprise growth and performance.

The Sr. Director, HRBP acts as a strategic connector across functions and geographies, representing business priorities to HR Centers of Excellence (COEs) and ensuring globally consistent, locally relevant HR solutions. This leader builds and leads high-performing HRBP teams that deliver exceptional strategic value and ensure HR practices and programs drive engagement, inclusion, and business results.

What you'll get to do

Strategic Alignment & Advisory

• Align business strategy with functional or regional people strategy and the overarching HR functional strategy, ensuring a unified enterprise-wide approach.
• Challenge assumptions and push leadership thinking by using data-driven insights to influence decisions that are scalable and aligned with enterprise priorities.
• Establish strong, trust-based relationships with senior business leaders, key stakeholders, and HR Centers of Excellence (COEs) to enable strategic partnership.
• Follow a data-driven approach to proactively assess organizational health, enabling better decisions related to talent, structure, and workforce planning.
• Partner with COEs to deliver large-scale transformation initiatives (e.g., organizational design, culture change, M&A, change management) with global consistency.
• Represent and incorporate the voice of the business into COE program design and proactively provide insights and feedback.
• Provide proactive guidance to senior leaders on executive succession planning, leadership pipeline development, and long-term talent strategy.
• Consult on highly sensitive executive-level employee relations issues, including regulatory investigations and senior leader terminations.
• Lead HRBP teams with clear expectations, coaching, development, and adoption of best practices.
• For international scope: Partner with HRBP Leaders and site leadership to ensure that functional strategies, programs, and processes meet regional requirements and regulatory obligations.
• Cascade priorities and ensure alignment between global and regional HRBP teams.


Strategic Partnership

• Serve as the primary HR advisor and thought partner to senior business leaders, shaping people strategy in alignment with organizational objectives.
• Partner with the CPO and business executives to design and execute workforce strategies that enable innovation, agility, and long-term growth.
• Translate business priorities into actionable HR initiatives that drive talent, leadership, and organizational effectiveness outcomes.
• Influence C-Suite and regional leadership on talent strategy, succession planning, culture transformation, and change management.

Organizational Development & Transformation

• Lead enterprise or regional organizational design and transformation initiatives to optimize structure, efficiency, and scalability.
• Shape and reinforce company culture through leadership development, employee engagement, and inclusion efforts.
• Guide senior leaders through complex change initiatives, ensuring communication, alignment, and adoption across the organization.
• Partner with HR COEs to ensure talent programs (e.g., compensation, performance, leadership development) are effectively designed and executed for functional or regional populations.

Leadership & Team Development

• Build, lead, and coach a team of high-performing HR Business Partners who deliver strategic consulting to their client groups.
• Provide mentorship, guidance, and direction to elevate HRBP capabilities globally and regionally.
• Foster a collaborative, inclusive HR culture that emphasizes partnership, accountability, and innovation.

Talent Strategy & Performance


• Partner with Talent Management, Total Rewards, and other COEs to drive workforce