Director, Human Resources Business Partner - Corporate Functions

The Director, Human Resources Business Partner (HRBP) – Corporate Functions is a senior strategic advisor to C-level executives leading Finance, IT, Legal, HR, and Administration. This role is responsible for shaping and executing human capital strategies that drive operational excellence, organizational effectiveness, and cultural alignment across these core enterprise functions. Reporting to the Chief People Officer, the Director HRBP partners closely with Centers of Excellence (COEs), Shared Services, and other HRBPs to deliver integrated, data-driven HR solutions that support enterprise goals.

 

Strategic Alignment & Executive Partnership

• Serve as a strategic thought partner to C-suite leaders, aligning HR strategies with enterprise and functional priorities.
• Translate executive-level business objectives into actionable HR initiatives that enhance performance, engagement, and organizational agility.
• Advise on organizational design, workforce planning, and talent deployment to optimize functional effectiveness.

Workforce Planning & Analytics

• Use predictive analytics and workforce data to inform talent decisions and identify future skill needs.
• Monitor and interpret employee metrics to guide resource planning and organizational health.
• Lead workforce planning efforts for corporate functions, ensuring alignment with long-term business strategy.

Change Leadership & Organizational Effectiveness

• Lead change initiatives across corporate functions, including digital transformation, restructuring, and process optimization.
• Coach C-level leaders through change, fostering resilience and adaptability.
• Facilitate feedback loops to ensure HR programs remain responsive to evolving business needs.

Talent Strategy & Development

• Drive succession planning, leadership development, and capability building across corporate functions.
• Partner with Talent Acquisition and Learning & Development to attract, retain, and grow top talent.
• Champion diversity, equity, and inclusion in talent practices and leadership pipelines.

Culture & Employee Experience

• Conduct culture assessments and implement strategies to reinforce desired behaviors and values.
• Lead engagement initiatives and action planning to enhance employee experience and retention.
• Promote a high-performance, inclusive culture aligned with enterprise values.

Agile HR Delivery & Collaboration

• Act as the primary HR liaison for corporate functions, ensuring seamless delivery of HR services.
• Collaborate with COEs and Shared Services to implement scalable, integrated HR solutions.
• Represent the voice of corporate functions within HR, advocating for tailored support and continuous improvement.

Key Competencies & Skills

• Executive Influence & Coaching – Trusted advisor to C-level executives with strong relationship-building skills.
• Strategic Thinking & Business Acumen – Deep understanding of corporate functions and enterprise strategy.
• Data-Driven Decision Making – Skilled in using HR analytics and metrics to guide strategy.
• Change Management – Proven ability to lead complex change initiatives.
• Organizational Design & Talent Development – Expertise in structuring teams and developing leadership capabilities.
• Digital Fluency – Comfortable with HR technologies and driving digital transformation.
• Collaboration & Integration – Effective in matrixed environments with COEs and Shared Services.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred).
• 10+ years of progressive HR experience, including strategic HRBP roles supporting corporate functions and executive leadership.
• Experience partnering with C-suite leaders and influencing at the enterprise level.
• Strong analytical, communication, and stakeholder management skills.
• Proficiency in HRIS platforms (e.g., ADP, SuccessFactors) and data visualization tools.

Precision is required by law in some states or cities to include a reasonable estimate of the compensation range for this role. This compensation range takes into account the wide range of factors that are considered in making compensation decisions including but not limited to: skill sets, experience and training, licensure and certifications, and other business and organizational needs. The disclosed ra