DEPT® Director, People Business Partner

WHY DEPT®?

We are pioneers at heart. What this means, is that we are always leaning forward, thinking of what we can create tomorrow that does not exist today. We were born digital and we are a new model of agency, with a deep skillset in tech and marketing. That’s why we hire curious, self-driven, talented people who never stop innovating.

Our culture is big enough to cope and small enough to care. Meaning, that with people across 20+ countries, we’re big enough to provide you with the best tools, global opportunities, and benefits that help you thrive. While acting small by investing in you, your growth, your team, and giving you the autonomy to solve our clients' problems, no matter where you are in the world. 

We are currently only hiring in specific location in the United States. Locations, office requirements, and salary bands are outlined below. Please note that we do not offer relocation at this time.

WHAT YOU WILL DO:

We are looking for a seasoned and strategic Director, People Business Partner to join our dynamic marketing/tech organization. This leadership role requires an experienced professional with a proven track record of working within agency environments, who excels in driving talent initiatives across performance management, talent development, organizational design, and employee engagement. As the Director, People Business Partner, you will be a trusted advisor to senior leadership, helping to shape the people strategy while overseeing the full-cycle HR processes. You will thrive in a fast-paced environment and be adept at managing competing priorities while delivering results.

This role will have a direct impact on building a culture of high performance and continuous growth, ensuring that people strategies align with business objectives and help drive organizational success. 

Strategic People Leadership:

• Partner with senior leadership to develop and execute the overall people strategy, ensuring alignment with business goals and objectives.
• Act as a trusted advisor, providing insights and guidance on organizational effectiveness, culture, and employee relations.
• Champion initiatives that drive employee engagement, foster a positive work culture, and support business growth.
• Strengthen the performance management process to enable us to have candid conversations with our employees about their performance, compensation, career development, and how they are measured.

Full-Cycle HR Management:

• Lead performance management processes across the organization, including goal setting, feedback, and performance evaluations, to ensure alignment with business priorities.
• Oversee the talent calibration process to ensure fairness, consistency, and alignment with organizational goals.
• Manage the open enrollment process, ensuring smooth execution and clear communication for all employees.
• Lead the design, implementation, and evaluation of Learning & Development (L&D) programs, ensuring that employees have access to the tools and skills necessary for career growth.

Organizational Design & Development:

• Drive organizational design initiatives that enable effective structure, role clarity, and optimal talent alignment across teams.
• Assess the effectiveness of the organizational structure and work with leadership to make recommendations that drive business efficiency and scale.
• Lead change management efforts to ensure smooth transitions during periods of growth, restructuring, or shifts in strategy.

Employee Engagement & Retention:

• Develop and implement strategies to enhance employee engagement and create an inclusive, collaborative work environment.
• Work closely with leaders to address employee concerns, provide coaching, and ensure that all employees feel valued and supported.
• Lead initiatives around retention strategies, employee recognition, and career progression to ensure top talent stays and thrives within the organization.

Talent Acquisition & Workforce Planning:

• Partner with HR and hiring teams to align talent acquisition strategies with organizational growth needs, ensuring a seamless hiring process for critical roles.
• Manage workforce planning initiatives, balancing short-term business needs with long-term talent development and succession planning.

Change Management & Organizational Growth:

• Navigate and lead the organization through periods of transformation and growth, ensuring people strategies remain aligned with evolving business needs.
• Support teams with leadership development and the implementation of new tools, pro