Director, HR Business Partnership & Talent Transformation
IntegriChain, Phila, PA, United States
Director, HR Business Partnership & Talent Transformation
Living in PA, NJ, NY is a must. Regular visits to our Philadelphia office are required. The Director of HR Business Partnership is a strategic and hands-on leader responsible for advancing the company's talent transformation agenda in a high-growth, evolving organization. This role connects business strategy and people execution - translating organizational priorities into scalable talent practices that drive performance, accountability, and growth. Leading a small team of HR Business Partners, this individual partners closely with senior leaders to evolve performance management, embed a pay-for-performance philosophy, and enable workforce upskilling. They operate as a player-coach, balancing strategic leadership with hands-on execution to ensure initiatives are not only well-designed but also effectively executed and sustained. This role also serves as a senior HR leader, stepping in to lead critical initiatives, manage escalations, and provide senior-level decision support across the HR function. Success requires comfort with ambiguity, a bias for action, and the ability to drive progress in parallel across multiple priorities. Key Responsibilities Strategic HR Partnership & HR Leadership Serve as a trusted advisor to senior leaders, driving organizational effectiveness and talent strategy Translate business priorities into actionable HR initiatives with measurable outcomes and visible business impact Partner with leadership on talent retention, engagement, and performance acceleration Serve as a senior HR leader and escalation point, making high-quality, timely decisions on complex people matters; provide guidance and leadership cross-functionally within our internal team Member of the SLT (Senior Leadership Team) within the organization providing key input in meetings and bringing business updates back to the internal team Talent & Performance Transformation Design, build, and operationalize the evolution of performance management practices that drive accountability, performance, and growth Personally lead initial builds (frameworks, tools, training, processes) and scale them through the team Embed a pay-for-performance culture, ensuring clear linkage between outcomes and rewards Support enterprise-wide upskilling initiatives to future-proof critical roles and leadership capability Organizational Design & Job Architecture Lead organizational design efforts including, operating model evolution, workforce planning, and role clarity initiatives Implement scalable job architecture frameworks (leveling, career paths, role definitions) Translate business strategy into practical org design decisions (spans/layers, role scope, capability needs) Align talent structures to support growth, efficiency, and operating model evolution Compensation & Rewards Advise leadership on compensation strategy, balancing market competitiveness with internal equity Guide promotion, merit, and pay decisions aligned to performance and business priorities Partner with People & Culture team members to reinforce a differentiated rewards philosophy Process Design & Operational Excellence Design and implement scalable HRBP processes that improve consistency, transparency, and impact; balancing rigor with speed in a scaling environment Drive operational rigor across talent programs, including performance cycles, calibration, and workforce planning Establish a cadence of business reviews (e.g., QBRs) leveraging talent data and insights and helping leaders to plan for their talent needs Change Leadership & Transformation Lead enterprise change initiatives, ensuring adoption of new talent practices and ways of working Develop and execute change and communication strategies that drive clarity and buy-in Identify organizational friction points and proactively drive improvements Balance speed with sustainability, delivering progress while building long-term capability HRBP Team Leadership Lead, coach, and develop a high-performing HRBP team Set clear expectations for strategic partnership, execution, and responsiveness Foster a culture of accountability, continuous improvement, and pragmatic problem-solving Ensure hands-on, high-quality support for leadership and employee relations matters Ideal Experience 812+ years of progressive HR experience, including HRBP leadership in transformation environments Demonstrated success driving talent transformation (performance management, pay-for-performance, org design) Strong expertise in organizational design, job architecture, workforce planning, and compensation strategy Experience building, implementing, and scaling HR processes in high-growth and/or PE-backed organizations Proven ability to influence senior leaders with credibility and strong business acumen Experience building and facilitating talent assessment and calibration processes (e.g., 9-box or equivalent) Track record of leading organizations through change and driving adoption of new talent practices Experience in technology and/or SaaS environments preferred Tools & Technology Experience with Lattice strongly preferred Familiarity with LMS platforms and digital learning ecosystems Exposure to AI-enabled HR tools and process automation highly desirable Key Competencies Strategic Influence:
Connects talent strategy to business outcomes; trusted advisor to leadership Operational Excellence:
Designs and executes scalable, high-impact HR processes Organizational Effectiveness:
Drives clarity, structure, and alignment through design and planning Performance & Rewards Orientation:
Deep expertise in performance management and compensation alignment Leadership & Team Development:
Builds, coaches, and elevates high-performing HR teams What Sets This Role Apart Direct ownership of a talent transformation agenda, not just HR partnership High visibility with senior leadership and meaningful impact on business performance Blend of strategy + execution, ideal for leaders who want to build while doing Opportunity to shape foundational talent systems in a scaling organization What does IntegriChain have to offer? Mission driven: Work with the purpose of helping to improve patients' lives! Excellent and affordable medical benefits + non-medical perks including Student Loan Reimbursement, Flexible Paid Time Off and Paid Parental Leave 401(k) Plan with a Company Match to prepare for your future Robust Learning & Development opportunities including over 700+ development courses free to all employees IntegriChain is committed to equal treatment and opportunity in all aspects of recruitment, selection, and employment without regard to race, color, religion, national origin, ethnicity, age, sex, marital status, physical or mental disability, gender identity, sexual orientation, veteran or military status, or any other category protected under the law. IntegriChain is an equal opportunity employer; committed to creating a community of inclusion, and an environment free from discrimination, harassment, and retaliation. Our policy on visa sponsorship for US based positions: Applicants for employment in the US must have valid work authorization that does not now and/or will not in the future require sponsorship of a visa for employment authorization in the US by IntegriChain.
Living in PA, NJ, NY is a must. Regular visits to our Philadelphia office are required. The Director of HR Business Partnership is a strategic and hands-on leader responsible for advancing the company's talent transformation agenda in a high-growth, evolving organization. This role connects business strategy and people execution - translating organizational priorities into scalable talent practices that drive performance, accountability, and growth. Leading a small team of HR Business Partners, this individual partners closely with senior leaders to evolve performance management, embed a pay-for-performance philosophy, and enable workforce upskilling. They operate as a player-coach, balancing strategic leadership with hands-on execution to ensure initiatives are not only well-designed but also effectively executed and sustained. This role also serves as a senior HR leader, stepping in to lead critical initiatives, manage escalations, and provide senior-level decision support across the HR function. Success requires comfort with ambiguity, a bias for action, and the ability to drive progress in parallel across multiple priorities. Key Responsibilities Strategic HR Partnership & HR Leadership Serve as a trusted advisor to senior leaders, driving organizational effectiveness and talent strategy Translate business priorities into actionable HR initiatives with measurable outcomes and visible business impact Partner with leadership on talent retention, engagement, and performance acceleration Serve as a senior HR leader and escalation point, making high-quality, timely decisions on complex people matters; provide guidance and leadership cross-functionally within our internal team Member of the SLT (Senior Leadership Team) within the organization providing key input in meetings and bringing business updates back to the internal team Talent & Performance Transformation Design, build, and operationalize the evolution of performance management practices that drive accountability, performance, and growth Personally lead initial builds (frameworks, tools, training, processes) and scale them through the team Embed a pay-for-performance culture, ensuring clear linkage between outcomes and rewards Support enterprise-wide upskilling initiatives to future-proof critical roles and leadership capability Organizational Design & Job Architecture Lead organizational design efforts including, operating model evolution, workforce planning, and role clarity initiatives Implement scalable job architecture frameworks (leveling, career paths, role definitions) Translate business strategy into practical org design decisions (spans/layers, role scope, capability needs) Align talent structures to support growth, efficiency, and operating model evolution Compensation & Rewards Advise leadership on compensation strategy, balancing market competitiveness with internal equity Guide promotion, merit, and pay decisions aligned to performance and business priorities Partner with People & Culture team members to reinforce a differentiated rewards philosophy Process Design & Operational Excellence Design and implement scalable HRBP processes that improve consistency, transparency, and impact; balancing rigor with speed in a scaling environment Drive operational rigor across talent programs, including performance cycles, calibration, and workforce planning Establish a cadence of business reviews (e.g., QBRs) leveraging talent data and insights and helping leaders to plan for their talent needs Change Leadership & Transformation Lead enterprise change initiatives, ensuring adoption of new talent practices and ways of working Develop and execute change and communication strategies that drive clarity and buy-in Identify organizational friction points and proactively drive improvements Balance speed with sustainability, delivering progress while building long-term capability HRBP Team Leadership Lead, coach, and develop a high-performing HRBP team Set clear expectations for strategic partnership, execution, and responsiveness Foster a culture of accountability, continuous improvement, and pragmatic problem-solving Ensure hands-on, high-quality support for leadership and employee relations matters Ideal Experience 812+ years of progressive HR experience, including HRBP leadership in transformation environments Demonstrated success driving talent transformation (performance management, pay-for-performance, org design) Strong expertise in organizational design, job architecture, workforce planning, and compensation strategy Experience building, implementing, and scaling HR processes in high-growth and/or PE-backed organizations Proven ability to influence senior leaders with credibility and strong business acumen Experience building and facilitating talent assessment and calibration processes (e.g., 9-box or equivalent) Track record of leading organizations through change and driving adoption of new talent practices Experience in technology and/or SaaS environments preferred Tools & Technology Experience with Lattice strongly preferred Familiarity with LMS platforms and digital learning ecosystems Exposure to AI-enabled HR tools and process automation highly desirable Key Competencies Strategic Influence:
Connects talent strategy to business outcomes; trusted advisor to leadership Operational Excellence:
Designs and executes scalable, high-impact HR processes Organizational Effectiveness:
Drives clarity, structure, and alignment through design and planning Performance & Rewards Orientation:
Deep expertise in performance management and compensation alignment Leadership & Team Development:
Builds, coaches, and elevates high-performing HR teams What Sets This Role Apart Direct ownership of a talent transformation agenda, not just HR partnership High visibility with senior leadership and meaningful impact on business performance Blend of strategy + execution, ideal for leaders who want to build while doing Opportunity to shape foundational talent systems in a scaling organization What does IntegriChain have to offer? Mission driven: Work with the purpose of helping to improve patients' lives! Excellent and affordable medical benefits + non-medical perks including Student Loan Reimbursement, Flexible Paid Time Off and Paid Parental Leave 401(k) Plan with a Company Match to prepare for your future Robust Learning & Development opportunities including over 700+ development courses free to all employees IntegriChain is committed to equal treatment and opportunity in all aspects of recruitment, selection, and employment without regard to race, color, religion, national origin, ethnicity, age, sex, marital status, physical or mental disability, gender identity, sexual orientation, veteran or military status, or any other category protected under the law. IntegriChain is an equal opportunity employer; committed to creating a community of inclusion, and an environment free from discrimination, harassment, and retaliation. Our policy on visa sponsorship for US based positions: Applicants for employment in the US must have valid work authorization that does not now and/or will not in the future require sponsorship of a visa for employment authorization in the US by IntegriChain.