Director, Human Resources Business Partner

The Director, HR Business Partner (HRBP) is a senior-level role pivotal in aligning people / organizational strategies with business objectives.  The Director, HRBP works with the assigned senior business leaders (VP and above) within or across a subset of a division or business unit. This role requires a forward-thinking professional who acts as a consultant, coach, and strategic advisor to business leaders, driving organizational transformation and fostering a culture of innovation and excellence. Reporting to the Senior HRBP, the HRBP is a member of the respective business leadership team(s) and provides targeted expertise and consultative support to drive business objectives, offering guidance, coaching, and people strategies tailored to the specific needs of their assigned client groups. They partner with CoEs to provide feedback on initiatives and support the delivery of programs within the business unit.

This role focuses on delivering actionable human capital insights and supporting workforce and organizational strategies in collaboration with senior leadership and other HRBPs for the division/business unit to drive business objectives. Key responsibilities include workforce planning, organizational development and effectiveness, talent management and development, M&A integration, and change management within the assigned client areas. The HRBP also advocates organizational values, champions the company culture, and helps advance the company’s People Strategy; driving capability and talent retention strategies that align with the broader goals of the division or business unit. The Director, HRBP engages across the HR CoEs (Global Talent Acquisition, Inclusion Diversity & Belonging, Global Enterprise Learning and Talent Development, Global Talent Rewards, Employee Experience, Talent Intelligence, and Compliance) in supporting the talent lifecycle or leveraging initiatives key to help drive business unit talent priorities.

The Director, HRBP may also support initiatives that span multiple functional areas or geographic regions, ensuring alignment with enterprise priorities.

Job Responsibilities:

For the assigned business, the Director, HRBP is responsible for the following:

• Strategic Consulting: Serves as a strategic advisor to senior leadership, providing insights and recommendations on workforce planning, talent management, and organizational design to support business goals.
• Change Leadership: Leads and supports organizational change initiatives, ensuring alignment with business strategies and fostering a culture of adaptability and resilience.
• People Analytics: Utilizes data-driven insights to inform decision-making, identify trends, and develop strategies that enhance employee experience and drive business performance.
• Talent Development: Serves as a trusted partner to leaders in developing and implementing talent strategies and solutions that support business needs and align with business strategy.  Diagnoses and deploys appropriate HR interventions required to deliver the business strategy and improve business performance. Advises leaders on talent strategies and succession plans to ensure a diverse pipeline of ready-now leaders. Leverages the capabilities of the HR COEs to successfully execute the talent strategy. Manages the talent review processes and provides insight to leaders on successor readiness and development.
• Employee Engagement: Develops and executes strategies to enhance employee engagement and satisfaction, fostering a positive organizational culture that attracts and retains top talent.
• Influence and Communication: Builds strong relationships with key stakeholders, effectively communicating HR and People strategies and initiatives to drive alignment and support across the organization.
• Cross-Functional Collaboration: Works closely with other HR team members, HRBPs and CoEs to ensure the seamless integration of HR initiatives and the delivery of comprehensive solutions.
• Continuous Improvement: Stays abreast of industry trends and best practices, continuously seeking opportunities to innovate and improve HR processes and programs.
• Leadership Coaching: Coaches business leaders on people-related matters including talent management & assessment, organization/team effectiveness, culture and engagement, leadership, and succession planning using Labcorp standard tools.

Skills and Competencies:

• Ability to effectively influence at all levels within the company
• Excellent communication and interpersonal skills, with the ability to influence and engage stakeholders at all levels
• Strong analytical and problem-solving skills, with the ability to leverage data to drive decisions
• Project management skills
• Strong presentation a