Sr. Director, HR Business Partner - Merchandising, Planning, Strategy and Finance

About Bloomingdale's

Bloomingdale's makes fashion personal and fun, aspirational yet approachable. Our mission is to guide and inspire our customers to make style a source of creative energy in their lives. We strive to make Bloomingdale's like no other store in the world.

Our colleagues are passionate, entrepreneurial, collaborative, and customer-focused. We believe every colleague has a voice, and we are committed to creating an environment where individuals can grow, contribute, and thrive.

Job Overview

The Senior Director, Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to senior business leaders across Bloomingdale's. This role is responsible for aligning workforce strategy, talent, culture, and organizational effectiveness with business priorities to drive growth and business performance.

Supporting leaders across Merchandising, Planning, Finance, Strategy, Outlet Central & Stores Functions, and College Relations, the Senior Director HRBP leverages deep business knowledge and HR expertise to develop talent strategies, strengthen leadership capability, enhance organizational effectiveness, and foster a high-performance culture.

This leader plays a critical role in translating business strategy into people strategy, ensuring the organization has the talent, structure, capabilities, and culture necessary to achieve short and long-term objectives.

Essential Functions

Strategic Business Partnership

• Serve as a trusted advisor to senior leaders, providing counsel on talent, organization, leadership, culture, and change management.
• Translate business priorities into workforce strategies that support growth, operational excellence, and organizational effectiveness.
• Partner with leaders to anticipate future workforce needs and ensure the right talent and capabilities are in place to achieve business objectives.
• Analyze business trends, organizational data, and workforce insights to identify opportunities, risks, and recommendations that support long-term success.

 

Talent Strategy & Succession Planning

• Lead talent review, succession planning, and organizational assessment processes across assigned business functions.
• Identify talent needs, capability gaps, bench strength requirements, and succession risks.
• Partner with leaders to develop actionable talent strategies and development plans that strengthen leadership pipelines.
• Coach and influence senior leaders on talent decisions, performance management, leadership development, and organizational effectiveness.
• Partner with Talent Acquisition to attract, recruit, and retain top talent aligned with business needs.

 

Organizational Effectiveness

• Lead organizational design and workforce planning efforts that align structure, talent, and resources with evolving business priorities.
• Assess organizational health and recommend solutions that enhance team effectiveness, accountability, and collaboration.
• Support large-scale business transformations, organizational changes, and strategic initiatives.
• Consult on the organizational impact of process improvements, restructuring activities, and business evolution efforts.

 

Leadership Development & Coaching

• Act as a key advisor to executives, vice presidents, directors, and people leaders.
• Provide coaching and feedback to strengthen leadership capability, decision-making, team effectiveness, and colleague engagement.
• Partner with leaders to identify high-potential talent and create development experiences that accelerate growth.
• Promote a culture of continuous learning, feedback, and accountability.

 

Culture & Colleague Experience

• Maintain a strong understanding of colleague sentiment, engagement trends, and business-specific challenges.<