Director, HRBP

Who are we?
Smarsh empowers its customers to manage risk and unleash intelligence in their digital communications. Our growing community of over 6500 organizations in regulated industries counts on Smarsh every day to help them spot compliance, legal or reputational risks in 80+ communication channels before those risks become regulatory fines or headlines.  Relentless innovation has fueled our journey to consistent leadership recognition from analysts like Gartner and Forrester, and our sustained, aggressive growth has landed Smarsh in the annual Inc. 5000 list of fastest-growing American companies since 2008.
Summary
* This is a hybrid role, with the expectation to be in office on Monday, Wednesday and Thursday out of our Pleasanton, Portland, or Atlanta office. 
As a Director, HR Business Partner you'll help support a best-in-class strategic talent management strategy in partnership with your C-Suite leader (partnering with the CCO and CMO) in support of Smarsh’s growth expectations. You will report directly to the Vice President, HRBP. This is a unique opportunity to play a pivotal role in support of our Global People strategy. A builder at heart, you’re unafraid to roll up your sleeves, get it done, and "lead from the front.” This is an exciting role that is designed to deliver significant impact on the broader Smarsh organization.

How will you contribute?

• Function as a strategic business advisor, coach and expert to two C-Staff leaders (CCO and CMO) while aligning human capital strategies to business goals.
• In partnership with COEs provide progressive and scalable talent strategies and solutions tailored to drive the most important business outcomes.
• Utilize qualitative and quantitative data and analysis to provide a data driven story to promote accountability, productivity, and optimal execution consultation on business decisions.
• Understand the evolving business needs and implications of the business units, while acting as a change agent to assist leaders navigate the complexities of change.
• Operate as One HR when communicating, solutioning and delivering HR programs and strategies.
• Build and maintain credibility and strong partnerships with C-Suite leaders, key stakeholders, and executives while operating as a trusted advisor.
• Solution for employee relations issues and outcomes.
• Understand how and when to engage and leverage key partnerships (TA, Talent Management, Total Rewards, People Ops, FP&A and Legal) to quickly and appropriately deliver the appropriate people strategy to drive business outcomes.
• Own the outcome as a project manager of HR projects that have global impact.
• Drive internal communications and change management tactics to implement HR initiatives and drive adoption across the organization.
• Create and execute a high-level vision by providing direction to leaders and employees across the organization.
• Identify and address complex performance management and other employee relations issues.
• Integrate leadership development with key HR practices including succession management, performance management, and rewards.

What will you bring?

• Seasoned, empathetic, and results-driven leader with 10+ years of Human Resources experience (7+ years in a senior HRBP leadership position and preferred experience providing support at the C-Staff level)
• International HR experience is preferred but must have knowledge of practical laws and regulations related to HR solutions.
• Know-how to effectively communicate the "what" and the "why" behind a change as a skilled collaborator, bringing people together to plan and execute, and is resilient and persistent.
• Known for leading change and innovation to deliver ahead of need, but also adaptable to changing priorities when necessary.
• Strength in managing multiple priorities, projects, and stakeholders simultaneously.
• Earns and elicits trust across the organization and leads through influence.
• Strong project management skills with the ability to prioritize in a dynamic, fast-paced environment.
• Approach short-term and long-term People initiatives strategically and practically
• Proven ability to support dynamic cross-functional business partners at all levels.
• Demonstrated capability in assessing and building high-performing and high-potential teams.
• Demonstrated experience partnering and leveraging relationships across HR including Talent Management, Total Rewards, People Ops, TA, Legal and FP&A.
• Experience driving HR life cycle processes (midyear performance review, YE performance review cycle, merit increase, engagement survey, etc.)
• Demonstrated experience with organizational design, management and leadership development & DEIB.
• Track record of driving measurable impact within several