Senior Director, People Business Partner

ABOUT THE ROLE 

We are seeking an accomplished Senior Director, People Business Partner, to join our team at Peloton. This role is responsible for providing expertise and guidance in the areas of culture, change management, strategic coaching, talent assessment and development, succession planning, performance management, and organizational design. Working with the C-level leadership team, this role will focus on driving programs that ignite our talent, enrich our culture, and build inclusive leadership capability at all levels. The ideal candidate will bring extensive experience, preferably within the Supply Chain, Enterprise Technology, Retail, and Finance industries.

The person in this role will also lead and coach a dynamic and dedicated team of People Business Partners (PBP) ensuring they build meaningful and impactful strategic relationships with critical business leaders. This role will have a global focus, working across key regions to implement people strategies. This role is based in our NYC headquarters with team members working a hybrid schedule- three days (3) in the office and two days (2) remotely. 

YOUR DAILY IMPACT AT PELOTON 

• Act as a trusted advisor to C-level executives and their leadership teams in Supply Chain, Emerging Business, and Finance
• Contribute to a global people strategy and execute initiatives to drive business success by evolving and amplifying our culture, enabling manager effectiveness, and delivering a world-class employee experience
• Lead a team of People Business Partners providing strategic leadership in the areas of professional development, succession planning, performance management, team member relations, and strategic programming 
• Collaborate with People team COEs in the design and implementation of People programs to attract, retain, and promote a diverse and inclusive workforce
• Lead key organizational processes and projects and partner with business leaders to drive and lead through organizational change and evolution by articulating a clear and compelling vision for the use and adoption of the tools, policies, and processes
• Proactively manage legal risk; ensure people leader and team member compliance with company policies and procedures, and governmental regulations, and closely partner with Team Member Relations team on investigations as needed 
• Leverage data to create People dashboards with the business, taking an analytical and metrics-driven approach to solutions and drawing insights to create compelling narratives for change 
• Embed DEI as a focus, challenging the status quo and advocating and supporting diversity initiatives that attract and create a diverse team to foster a culture of inclusion
• Partner with people leaders and the DEI team on transformation and change management programs within DEI to execute actionable activities that will increase DEI visibility and drive strategic goals

YOU BRING TO PELOTON 

• Bachelor’s degree and 12+ years of progressive HRBP experience with 5+ years in a HRBP leadership role; or Master's degree plus a minimum of 8+ years of progressive HRBP experience and 3+ years in a HRBP leadership role
• Experience serving as a dedicated People Business Partner to members of the C-level executives with a proven track record of influencing and coaching senior leaders
• Demonstrated experience in leading and mentoring a team of high-performing People Business Partners or HR professionals, guiding individual contributors to achieve excellence while maintaining high performance and quality standards
• Extensive experience supporting key business functions, including Supply Chain, Retail, Member Support, and other global functions, with a deep understanding of how to drive people strategies in a rapidly evolving, multinational environment
• Ability to seamlessly transition between strategic leadership and hands-on involvement, effectively guiding and mentoring the team while personally driving key initiatives to ensure both tactical execution and long-term impact
• Strong influencing and negotiation skills with the ability to present a clear and strategic point-of-view to senior management while being able to defend and voice the thought process and rationale behind recommendations 
• Deep knowledge of and experience in designing and delivering workforce planning, talent management, change management, leadership development, employee engagement, culture transformation, and organizational design 
• Possess a high level of discretion - ability to deal with highly confidential and sensitive information 
• Team-oriented, consensus builder who understands how to achieve buy-in from diverse constituencies, build bridges, and design “win-win” solutions across a matrix management organizat