Executive Director, Human Resources Business Partner (HRBP)
The Nagler Group, Boston, MA, United States
Executive Director, Human Resources Business Partner (HRBP)
Location: Boston
Contract: 6+ Months
Compensation: Targeting $80/hr
Position Summary: The Executive Director, Human Resources Business Partner (HRBP) reports to the Vice President, Business Partner and plays a key leadership role in driving strategic human capital initiatives that impact business performance and employee engagement. This role provides strategic, collaborative, and forward-thinking HR leadership across the organization, aligning people strategies with business objectives to support a high-performing culture. The Executive Director proactively identifies organizational challenges and opportunities, develops solutions, and leads initiatives related to workforce planning, employee engagement, performance management, and organizational effectiveness. This role partners closely with senior leadership, HR Centers of Excellence (COEs), and Labor & Employee Relations to deliver impactful HR strategies and operational excellence. Key Responsibilities: Partner with leadership to develop and execute people strategies that align with business goals and drive organizational performance Influence and support key operational and strategic decisions through workforce insights and planning Collaborate with HR Centers of Excellence to ensure programs, policies, and initiatives meet business needs Lead talent assessment, succession planning, and leadership development initiatives Participate in leadership hiring processes to ensure high-quality selection and consistency Coach leaders on change management strategies, including navigating resistance and driving adoption Develop and execute change management plans to ensure successful implementation of organizational initiatives Identify and address barriers to change through root cause analysis, facilitation, and leadership coaching Advise leaders on employee relations matters, ensuring alignment with policies, practices, and employment laws Support and lead investigations, corrective actions, and resolution of complex employee relations issues Partner with Labor & Employee Relations and Legal on sensitive or high-risk matters Ensure alignment of compensation programs in partnership with Total Rewards, including planning and execution Maintain compliance with regulatory standards and participate in audits and surveys (e.g., Joint Commission, CMS, DPH) Act as a liaison across departments and external stakeholders to ensure effective communication and execution of HR initiatives Provide leadership oversight, including managing direct and indirect reports and guiding team performance Leadership Scope: Direct Reports: 4–6 Indirect Reports: 6–10 Authority to support and recommend employment actions, including hiring, performance management, and terminations Required Qualifications: Bachelor’s degree in Human Resources, Business, or related field required; Master’s degree preferred 10+ years of progressive HR experience, including: At least 5 years in a Human Resources generalist capacity across multiple disciplines (e.g., workforce planning, talent acquisition, employee relations, career development) 1–3 years of leadership or management experience Strong knowledge of HR functions, policies, employment laws, and regulations Proven ability to build and maintain strong, cross-functional relationships at all organizational levels Proficiency with HR systems and Microsoft Office applications (e.g., Word, Excel, PowerPoint, Outlook) Preferred Qualifications: SPHR or SHRM-SCP certification Experience with Workday or similar HRIS platforms Certification in change management (e.g., PROSCI, CCMP) Experience in a healthcare and/or unionized environment Demonstrated success partnering with union leadership Core Competencies: Strategic Decision Making:
Ability to influence and make decisions with broad organizational impact Problem Solving:
Skilled at addressing complex, organization-wide challenges with creativity and sound judgment Leadership & Execution:
Sets vision, prioritizes effectively, and drives results across multiple functions Communication:
Effectively conveys complex information verbally and in writing to diverse audiences Relationship Building:
Leads cross-functional collaboration and fosters strong partnerships Customer Focus:
Drives initiatives that enhance service quality and stakeholder satisfaction Work Environment: Primarily sedentary role with occasional standing and walking May require light lifting (up to 10 lbs.)
Position Summary: The Executive Director, Human Resources Business Partner (HRBP) reports to the Vice President, Business Partner and plays a key leadership role in driving strategic human capital initiatives that impact business performance and employee engagement. This role provides strategic, collaborative, and forward-thinking HR leadership across the organization, aligning people strategies with business objectives to support a high-performing culture. The Executive Director proactively identifies organizational challenges and opportunities, develops solutions, and leads initiatives related to workforce planning, employee engagement, performance management, and organizational effectiveness. This role partners closely with senior leadership, HR Centers of Excellence (COEs), and Labor & Employee Relations to deliver impactful HR strategies and operational excellence. Key Responsibilities: Partner with leadership to develop and execute people strategies that align with business goals and drive organizational performance Influence and support key operational and strategic decisions through workforce insights and planning Collaborate with HR Centers of Excellence to ensure programs, policies, and initiatives meet business needs Lead talent assessment, succession planning, and leadership development initiatives Participate in leadership hiring processes to ensure high-quality selection and consistency Coach leaders on change management strategies, including navigating resistance and driving adoption Develop and execute change management plans to ensure successful implementation of organizational initiatives Identify and address barriers to change through root cause analysis, facilitation, and leadership coaching Advise leaders on employee relations matters, ensuring alignment with policies, practices, and employment laws Support and lead investigations, corrective actions, and resolution of complex employee relations issues Partner with Labor & Employee Relations and Legal on sensitive or high-risk matters Ensure alignment of compensation programs in partnership with Total Rewards, including planning and execution Maintain compliance with regulatory standards and participate in audits and surveys (e.g., Joint Commission, CMS, DPH) Act as a liaison across departments and external stakeholders to ensure effective communication and execution of HR initiatives Provide leadership oversight, including managing direct and indirect reports and guiding team performance Leadership Scope: Direct Reports: 4–6 Indirect Reports: 6–10 Authority to support and recommend employment actions, including hiring, performance management, and terminations Required Qualifications: Bachelor’s degree in Human Resources, Business, or related field required; Master’s degree preferred 10+ years of progressive HR experience, including: At least 5 years in a Human Resources generalist capacity across multiple disciplines (e.g., workforce planning, talent acquisition, employee relations, career development) 1–3 years of leadership or management experience Strong knowledge of HR functions, policies, employment laws, and regulations Proven ability to build and maintain strong, cross-functional relationships at all organizational levels Proficiency with HR systems and Microsoft Office applications (e.g., Word, Excel, PowerPoint, Outlook) Preferred Qualifications: SPHR or SHRM-SCP certification Experience with Workday or similar HRIS platforms Certification in change management (e.g., PROSCI, CCMP) Experience in a healthcare and/or unionized environment Demonstrated success partnering with union leadership Core Competencies: Strategic Decision Making:
Ability to influence and make decisions with broad organizational impact Problem Solving:
Skilled at addressing complex, organization-wide challenges with creativity and sound judgment Leadership & Execution:
Sets vision, prioritizes effectively, and drives results across multiple functions Communication:
Effectively conveys complex information verbally and in writing to diverse audiences Relationship Building:
Leads cross-functional collaboration and fosters strong partnerships Customer Focus:
Drives initiatives that enhance service quality and stakeholder satisfaction Work Environment: Primarily sedentary role with occasional standing and walking May require light lifting (up to 10 lbs.)