As a Director, HR Business Leader, you will lead a team of HR Business Leaders while also providing strategic HR partnership to your own assigned client groups. You will guide the execution of enterprise HR programs and talent priorities, ensuring alignment with organizational goals. This role acts as a trusted advisor to leaders, strengthens the effectiveness of the HRBL team, and works closely with HR Centers of Expertise (COEs) and the Shared Success Center to advance business priorities and deliver coordinated workforce and organizational solutions.
Essential Job Functions & Responsibilities
Serve as a trusted advisor to senior leaders within assigned client groups, providing guidance on workforce, organizational, and leadership needs that support business success.
Partner with executives and functional leaders to shape talent strategies related to workforce planning, organizational design, leadership effectiveness, succession, and capability building.
Advise on employee relations issues for your assigned client groups, including performance concerns, conflict resolution, policy interpretation, and investigations in partnership with the Employee Relations COE when needed, and provide guidance to HR Business Leaders on their own employee relations matters.
Proactively identify emerging workforce trends and organizational needs; provide forward looking recommendations and long‑term people strategies.
Represent HR in senior leadership discussions, translating business needs into aligned HR and talent actions.
2. Leadership of HR Business Leaders (30–40%)
Lead, coach, and develop a team of HR Business Leaders supporting multiple client groups across the organization.
Set direction, establish expectations, and ensure the HRBL team delivers consistent, high‑quality support aligned with business and HR priorities.
Build HRBL team capability through ongoing coaching, feedback, development planning, and knowledge sharing.
Foster strong collaboration and alignment across the HRBL team to ensure continuity of approach and shared best practices.
Monitor workload, priorities, and service delivery across the team, ensuring balanced and responsive support for all client groups.
Create an environment where HRBLs feel supported, informed, and connected to broader HR strategies.
3. Partnership with HR Centers of Expertise (COEs) (10–20%)
Partner and consult with HR COEs, such as Talent Acquisition, Compensation, Talent Management, and Employee Relations, to deliver aligned programs, support workforce needs, and identify effective solutions for client groups.
Ensure coordination and consistent communication between HRBLs and COE partners.
Provide input and feedback to COEs to influence program design, tools, and resources.
Act as a key connector across HR functions to support integrated and well aligned HR execution.
4. HR Program Execution & Oversight (10–20%)
Lead and oversee the execution of core HR programs and annual cycles—including performance management, talent planning, succession management, compensation processes, and other initiatives—across assigned client groups and through the HRBL team.
Ensure HR processes are implemented consistently, clearly, and on time across all supported business areas.
Review HR and business data to identify trends, risks, and opportunities; guide HRBLs and leaders in interpreting insights and determining next steps.
Manage HR transactions for your assigned client groups and provide oversight to ensure HRBLs are effectively managing transactions within their own areas, with a focus on accuracy, consistency, and timely completion.
Support organizational change efforts by advising leaders and ensuring HRBLs are prepared to support transitions effectively.
5. Additional Responsibilities (5–10%)
Participate in enterprise initiatives, cross functional projects, or organizational priorities requiring HR leadership.
Perform additional duties as needed to support HR leadership, client groups, or organizational needs.
Performance Expectations
Build strong, trusted relationships with senior leaders, HRBLs, COE partners, and business stakeholders.
Demonstrate strong judgment, executive presence, and the ability to influence senior levels.
Communicate clearly, professionally, and proactively with multiple audiences.
Lead effectively through ambiguity and guide others through change.
Uphold company policies, expectations, and ethical standards.
Foster development, collaboration, and excellence within the HRBL team.
Qualifications Education
Bachelor’s degree in human resources, Business Administration, or related field preferred; or equivalent experience.
Advanced degree preferred but not required.
Experience
7–10 years of progressive HR experience, including:
experience advising and supporting senior leaders
leadership responsibilities (people leadership and/or leading major initiatives)
strategic HR planning, including workforce or organizational planning
Experience managing or developing HR professionals
Experience in a multisite, shared services, or service‑oriented environment.
Strong background in organizational and workforce planning, leadership coaching, and navigating complex employee related‑ matters.
Knowledge & Skills
Deep understanding of core HR practices and organizational effectiveness.
Strong leadership, coaching, and talent development capabilities.
Ability to influence senior executives and build strong partnerships across HR and the business.
Strong analytical and problem‑solving‑skills; able to interpret data and trends.
Excellent communication, facilitation, and interpersonal skills.
Demonstrated ability to manage multiple priorities and lead teams in a fast‑paced‑environment.
Certification/Licensure
PHR/SPHR or SHRM‑CP/SCP preferred.
We offer a full suite of benefits including Medical, Health Savings Account, Dental, Vision, Life Insurance, Paid Vacation (PTO), 401(k) with employer match, Flexible Spending Account, and Employee Assistance Program (EAP)
Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
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Essential Job Functions & Responsibilities
Serve as a trusted advisor to senior leaders within assigned client groups, providing guidance on workforce, organizational, and leadership needs that support business success.
Partner with executives and functional leaders to shape talent strategies related to workforce planning, organizational design, leadership effectiveness, succession, and capability building.
Advise on employee relations issues for your assigned client groups, including performance concerns, conflict resolution, policy interpretation, and investigations in partnership with the Employee Relations COE when needed, and provide guidance to HR Business Leaders on their own employee relations matters.
Proactively identify emerging workforce trends and organizational needs; provide forward looking recommendations and long‑term people strategies.
Represent HR in senior leadership discussions, translating business needs into aligned HR and talent actions.
2. Leadership of HR Business Leaders (30–40%)
Lead, coach, and develop a team of HR Business Leaders supporting multiple client groups across the organization.
Set direction, establish expectations, and ensure the HRBL team delivers consistent, high‑quality support aligned with business and HR priorities.
Build HRBL team capability through ongoing coaching, feedback, development planning, and knowledge sharing.
Foster strong collaboration and alignment across the HRBL team to ensure continuity of approach and shared best practices.
Monitor workload, priorities, and service delivery across the team, ensuring balanced and responsive support for all client groups.
Create an environment where HRBLs feel supported, informed, and connected to broader HR strategies.
3. Partnership with HR Centers of Expertise (COEs) (10–20%)
Partner and consult with HR COEs, such as Talent Acquisition, Compensation, Talent Management, and Employee Relations, to deliver aligned programs, support workforce needs, and identify effective solutions for client groups.
Ensure coordination and consistent communication between HRBLs and COE partners.
Provide input and feedback to COEs to influence program design, tools, and resources.
Act as a key connector across HR functions to support integrated and well aligned HR execution.
4. HR Program Execution & Oversight (10–20%)
Lead and oversee the execution of core HR programs and annual cycles—including performance management, talent planning, succession management, compensation processes, and other initiatives—across assigned client groups and through the HRBL team.
Ensure HR processes are implemented consistently, clearly, and on time across all supported business areas.
Review HR and business data to identify trends, risks, and opportunities; guide HRBLs and leaders in interpreting insights and determining next steps.
Manage HR transactions for your assigned client groups and provide oversight to ensure HRBLs are effectively managing transactions within their own areas, with a focus on accuracy, consistency, and timely completion.
Support organizational change efforts by advising leaders and ensuring HRBLs are prepared to support transitions effectively.
5. Additional Responsibilities (5–10%)
Participate in enterprise initiatives, cross functional projects, or organizational priorities requiring HR leadership.
Perform additional duties as needed to support HR leadership, client groups, or organizational needs.
Performance Expectations
Build strong, trusted relationships with senior leaders, HRBLs, COE partners, and business stakeholders.
Demonstrate strong judgment, executive presence, and the ability to influence senior levels.
Communicate clearly, professionally, and proactively with multiple audiences.
Lead effectively through ambiguity and guide others through change.
Uphold company policies, expectations, and ethical standards.
Foster development, collaboration, and excellence within the HRBL team.
Qualifications Education
Bachelor’s degree in human resources, Business Administration, or related field preferred; or equivalent experience.
Advanced degree preferred but not required.
Experience
7–10 years of progressive HR experience, including:
experience advising and supporting senior leaders
leadership responsibilities (people leadership and/or leading major initiatives)
strategic HR planning, including workforce or organizational planning
Experience managing or developing HR professionals
Experience in a multisite, shared services, or service‑oriented environment.
Strong background in organizational and workforce planning, leadership coaching, and navigating complex employee related‑ matters.
Knowledge & Skills
Deep understanding of core HR practices and organizational effectiveness.
Strong leadership, coaching, and talent development capabilities.
Ability to influence senior executives and build strong partnerships across HR and the business.
Strong analytical and problem‑solving‑skills; able to interpret data and trends.
Excellent communication, facilitation, and interpersonal skills.
Demonstrated ability to manage multiple priorities and lead teams in a fast‑paced‑environment.
Certification/Licensure
PHR/SPHR or SHRM‑CP/SCP preferred.
We offer a full suite of benefits including Medical, Health Savings Account, Dental, Vision, Life Insurance, Paid Vacation (PTO), 401(k) with employer match, Flexible Spending Account, and Employee Assistance Program (EAP)
Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
#J-18808-Ljbffr