Jobs and Careers
ME
Business Lead, HR Organization
MetaMenlo Park, United Statesfull_timeVerifiedPosted 18 Aug 2026
About the role
Meta is seeking a Business Lead to serve as a strategic thought partner and operational leader to support the VP of HR and their leadership team, supporting the full HR organization, inclusive of Employee Relations (ER) and Internal Community & Reputation (ICR) and HR Business Partners. This role goes beyond traditional business operations, it is designed for a strategic operator who will shape how the HR organization delivers on its mission, drives enterprise-wide impact, and evolves its operating model in partnership with senior leadership.
The ideal candidate is a trusted advisor who can seamlessly move between high-level strategy formulation and hands-on execution. They will partner with leadership to pressure-test ideas, develop forward-looking points of view on people strategy and organizational priorities, and translate ambiguity into clear, actionable frameworks. This person will be instrumental in ensuring the HR organization operates as a strategic function by bringing intellectual rigor, proactive insight, and cross-functional influence to bear on the most important decisions facing the team.
This role is ideal for someone who thrives as a thought partner to senior leaders, is energized by complex problem-solving, and wants to drive high-impact outcomes across a broad people function.
Responsibilities
Serve as a trusted strategic thought partner to HR leadership — proactively surfacing insights, challenging assumptions, and helping shape the strategic direction of the function across HRBP, Employee Relations, and ICR
* Partner with leadership to develop and pressure-test strategic positions on people strategy, employee relations approach, workforce risk, and internal community priorities before they reach executive decision-making forums
* Help leadership see around corners: anticipate emerging trends, organizational risk signals, and internal dynamics that should inform HR strategy, and bring a synthesized point of view with recommendations
* Frame up complex, often sensitive decisions for senior leadership by collecting diverse viewpoints, evaluating tradeoffs, and developing clear decision frameworks with actionable recommendations
* Prepare leadership for high-stakes engagements (e.g., executive reviews, leadership meetings, company-wide moments) by developing comprehensive briefing materials including goals, context, recommendations, and rationale for decisions needed
* Own the strategic operating cadence for the HR organization — including leadership meetings, planning cycles, and priority tracking — ensuring the team executes with clarity and accountability
* Synthesize complex people, employee relations, and organizational data into clear narratives for senior and C-suite audiences, translating analysis into strategic insight while maintaining appropriate confidentiality
* Build and maintain strategic relationships across People team functions, Legal, Compliance, Communications, and business leadership to ensure HR strategy is connected to broader enterprise priorities
* Navigate complex cross-organizational dynamics and drive alignment on people-related decisions that span multiple stakeholders with competing priorities
* Represent the HR organization's perspective in cross-functional forums and ensure the function has a seat at the table on key enterprise decisions that impact talent, culture, and organizational health
* Scope, manage, and drive high-priority strategic initiatives on behalf of leadership — particularly those involving time pressure, executive visibility, sensitivity, or cross-functional complexity
* Build operating models, governance structures, and accountability frameworks that elevate how the HR organization functions as a strategic partner to the business
* Drive organizational communications strategy including content development, All Hands planning, and leadership engagement cadences
Qualifications
12+ years of experience in strategy, management consulting, business operations, chief of staff, or program management roles — ideally within HR, Employee Relations, or a related people function at a scaled technology company
* Experience operating as a trusted thought partner and strategic advisor to senior (VP+) leaders in complex, matrixed organizations
* Track record of driving cross-functional strategic initiatives across multiple business units or functions
* Executive communication skills — experience synthesizing complexity, developing compelling narratives, influencing without authority, and presenting to senior audiences
* Demonstrated experience building decision-making frameworks, developing strategic recommendations, and driving accountability at scale
* Proven capacity to work autonomously with minimal direction, thrive in ambiguity, and proactively shape the agenda
* Experience leading multiple complex p
The ideal candidate is a trusted advisor who can seamlessly move between high-level strategy formulation and hands-on execution. They will partner with leadership to pressure-test ideas, develop forward-looking points of view on people strategy and organizational priorities, and translate ambiguity into clear, actionable frameworks. This person will be instrumental in ensuring the HR organization operates as a strategic function by bringing intellectual rigor, proactive insight, and cross-functional influence to bear on the most important decisions facing the team.
This role is ideal for someone who thrives as a thought partner to senior leaders, is energized by complex problem-solving, and wants to drive high-impact outcomes across a broad people function.
Responsibilities
Serve as a trusted strategic thought partner to HR leadership — proactively surfacing insights, challenging assumptions, and helping shape the strategic direction of the function across HRBP, Employee Relations, and ICR
* Partner with leadership to develop and pressure-test strategic positions on people strategy, employee relations approach, workforce risk, and internal community priorities before they reach executive decision-making forums
* Help leadership see around corners: anticipate emerging trends, organizational risk signals, and internal dynamics that should inform HR strategy, and bring a synthesized point of view with recommendations
* Frame up complex, often sensitive decisions for senior leadership by collecting diverse viewpoints, evaluating tradeoffs, and developing clear decision frameworks with actionable recommendations
* Prepare leadership for high-stakes engagements (e.g., executive reviews, leadership meetings, company-wide moments) by developing comprehensive briefing materials including goals, context, recommendations, and rationale for decisions needed
* Own the strategic operating cadence for the HR organization — including leadership meetings, planning cycles, and priority tracking — ensuring the team executes with clarity and accountability
* Synthesize complex people, employee relations, and organizational data into clear narratives for senior and C-suite audiences, translating analysis into strategic insight while maintaining appropriate confidentiality
* Build and maintain strategic relationships across People team functions, Legal, Compliance, Communications, and business leadership to ensure HR strategy is connected to broader enterprise priorities
* Navigate complex cross-organizational dynamics and drive alignment on people-related decisions that span multiple stakeholders with competing priorities
* Represent the HR organization's perspective in cross-functional forums and ensure the function has a seat at the table on key enterprise decisions that impact talent, culture, and organizational health
* Scope, manage, and drive high-priority strategic initiatives on behalf of leadership — particularly those involving time pressure, executive visibility, sensitivity, or cross-functional complexity
* Build operating models, governance structures, and accountability frameworks that elevate how the HR organization functions as a strategic partner to the business
* Drive organizational communications strategy including content development, All Hands planning, and leadership engagement cadences
Qualifications
12+ years of experience in strategy, management consulting, business operations, chief of staff, or program management roles — ideally within HR, Employee Relations, or a related people function at a scaled technology company
* Experience operating as a trusted thought partner and strategic advisor to senior (VP+) leaders in complex, matrixed organizations
* Track record of driving cross-functional strategic initiatives across multiple business units or functions
* Executive communication skills — experience synthesizing complexity, developing compelling narratives, influencing without authority, and presenting to senior audiences
* Demonstrated experience building decision-making frameworks, developing strategic recommendations, and driving accountability at scale
* Proven capacity to work autonomously with minimal direction, thrive in ambiguity, and proactively shape the agenda
* Experience leading multiple complex p
Apply for this role
Generate a tailored application kit with a matched cover letter, interview prep, and CV highlights — in under 60 seconds.
Apply Now →Generate Application KitFree account required — sign up in 30s