Senior Director, HR Business Partner

I. Job Summary 

The Senior Director, Human Resources Business Partner (Sr. Director, HRBP) is an enterprise HR leader who serves as a strategic advisor to senior executives, translating business strategy into scalable people, leadership, and workforce outcomes. This role operates at the C-suite interface and drives impact through the leadership and development of HR Directors across the business.

Our Human Resources department is responsible for partnering with the business to help solve complex organizational challenges, while ensuring we have the right people in the right roles, helping us drive results and grow our business. The Sr. Director will flex from strategic planning to daily support of designated client groups, while operating as an employee advocate and change agent. They will assess and anticipate HR-related needs, communicate needs to the business units and seek to develop integrated solutions.

The Sr Director will partner with business leaders to help their organizations deliver value to stakeholders by defining and executing competitive strategies. The role helps shape business strategy, assesses organizational strengths and gaps to identify critical capabilities, and designs HR practices that enable strategy execution. The Sr Director also coaches leaders to model the behaviors required by the strategy and builds approaches that align teams around shared objectives. 

This is a Houston based role, in office Monday through Thursday. 

II. Essential Duties and Responsibilities

EXECUTIVE BUSINESS PARTNERING 

• Serve as the direct HR Business Partner to 2 -3 Senior Vice Presidents (C-Suite level) and their leadership teams (~15 VPs), by providing strategic and hands-on team support with daily HR needs.
• Partner with senior executives to align HR strategy with business strategy and operating models.
  Apply strong business and financial acumen, understanding how human capital decisions impact P&L, EBITDA, and revenue per employee.
• Act as a trusted advisor with the confidence to coach and challenge executives during high-stakes, complex decisions.
• Use systems thinking to assess downstream implications of talent, structure, and leadership decisions across the enterprise.
• Anticipate future talent and leadership needs with a predictive, data-informed view 18–24 months out.
  Influence across complex global and matrixed environments without direct authority.

LEADING ORGANIZATIONAL STRATEGY

• Lead organizational design efforts to modernize operating models, clarify decision rights, and improve agility.
• Orchestrate C-suite and senior-leader succession planning, ensuring bench strength at C-1 and C-2 levels.
• Architect the people strategy for major transformations, including mergers, acquisitions, and enterprise change initiatives.
• Coach executives on cultural leadership, values alignment, and “leadership shadow.”
• Drive workforce strategy, including strategic labor planning decisions across Build (develop), Buy (hire), and Borrow (contingent/AI) models.
• Build and sustain strong partnerships with HR Centers of Excellence (COEs) to translate business and talent priorities into coordinated solutions. Align early with COEs on needs and timing, leverage their expertise and programs, and ensure COE resources are effectively deployed to support strategy execution and measurable outcomes.

LEADERSHIP & TEAM DEVELOPMENT

• Lead and develop a team of approximately 2–8 HR Directors, enabling them to shift focus from personal execution to scaled strategic impact.
• Coach HR Directors from operational execution to enterprise-level strategic partnership.
• Ensure consistent application and execution of HR strategy across business units and sub-functions.

III. Qualifications

A. Education and Experience

• A bachelor’s degree in in Human Resources, Business Administration or similar area of study with an MBA or other advanced degree preferred.
• 15+ years of Human Resources experience with progressive management responsibilities.

B. Preferred Qualifications: Experience in technology-driven environments with a forward-looking approach to workforce planning, focused on developing and transforming talent in digital and tech-enabled functions.

C. Other Knowledge, Skills or Abilities

Leading Self

• Executive Presence: Demonstrating self-confidence, poise, and authenticity that inspires confidence in others to believe in and follow your leadership.

Leading Others

• Coaching: Helping others improve performance by posing probing questions that guide them toward learning, development, and finding their own solutions.
• Influence: The ability to