Director – HR Business Partner

Position Summary

The Director – HR Business Partner leads and develops the HR Business Partner and Talent Acquisition teams, setting the standard for how these functions serve as strategic, consultative partners to the business. This leader ensures the teams earn a seat at the table, partner side by side with leaders, and translate people data into insight that advances enterprise priorities. Beyond analyzing people data, the Director serves as a trusted advisor to the Chief Human Capital Officer (CHCO) and other senior leaders on workforce planning, shaping enterprise talent and workforce decisions. Partnering closely with Employee Relations and other HR Centers of Excellence, the Director builds consulting capability across the teams they lead, aligns their work to business and workforce strategy, and elevates these functions from transactional support to strategic, consultative partnership that advances the enterprise people agenda.

Reports To: Vice President – HR Business Consulting
Work Arrangement: Hybrid (3 days onsite based on business needs)
Direct Reports: 2–5

Essential Duties and Responsibilities

• Leads, coaches, and develops the HR Business Partner and Talent Acquisition teams, setting a high bar for consultative partnership and building each team’s capability to advise the business.

• Establishes the operating model and standards for how the HR Business Partner and Talent Acquisition teams engage with leaders — ensuring they are valued strategic partners.

• Fosters a high-performance, collaborative culture across the teams and ensures their activity aligns with the broader HR and business strategy.

• Leads the Talent Acquisition team, ensuring hiring strategies attract and secure talent aligned to current and future workforce needs.

• Serves as a strategic, consultative partner and trusted advisor to senior leaders, integrating a holistic, enterprise view of talent strategy.

• Partners with leaders to understand business objectives and develops talent strategies that advance enterprise goals.

• Advises and coaches leaders on complex people-related challenges, influencing decision-making at the leadership level.

• Uses people data and analytics strategically — turnover and its financial impact, engagement, leadership trends, and workforce patterns — to surface themes and provide decision-ready insight and recommendations.

• Designs and delivers complex analyses that inform strategic workforce decisions, and uses HR metrics to assess the effectiveness of HR programs and initiatives.

• Conducts workforce analysis and forecasting to identify current and future workforce needs across the organization.

• Serves as a trusted advisor to the Chief Human Capital Officer and other senior leaders on workforce planning — moving beyond analysis of people data to strategic guidance that shapes enterprise talent and workforce decisions.

• Leads HR Business Partner initiatives and enterprise, cross-functional projects that advance key outcomes such as engagement and retention.

• Identifies risks and proactively develops and implements risk mitigation strategies and programs.

• Partners with HR Centers of Excellence and the HR Leadership team to ensure a cohesive, aligned HR strategy and to strengthen key HR programs.

• Partners with the Employee Relations team to ensure fair, consistent, and compliant resolution of issues.

• Applies business and financial acumen to manage the team budget and deliver programs and solutions within budget.

• Leads change and transformation within the HR function and across the enterprise.

Minimum Qualifications

Education: Bachelor’s degree in Business Administration, Management, Human Resources, or a related field, or an equivalent combination of education and experience, required. Master’s degree preferred.

Certifications: At least one of the following is required: SHRM-CP, PHR, SPHR, or a similar HR certification.

Experience: 7–10 years of progressive Human Resources experience required, including experience leading or managing a team.

Knowledge, Skills, and Abilities

• Deep expertise in the HR function, including emerging best practices.

• Proven ability to build and lead consultative HR teams across the HR Business Partner and Talent Acquisition functions, leading through influence.

• Strategic thinking — the ability to consider multiple scenarios and timelines to identify effective solutions.

• Business and financial acumen, including the ability to connect people data to business and financial outcomes.

• Abil