Job Description
The Director, HR Business Partner is the primary HR partner for assigned client groups, supporting employees below the Vice President level. Working closely with people leaders, the Director turns business priorities into practical people strategies and provides guidance on employee relations, performance management, workforce planning, organizational effectiveness, talent development, compensation, and change.
This role pairs strategic partnership with hands-on execution in a lean HR function. The Director independently manages complex matters, identifies emerging workforce trends, and builds trust through accessibility, responsiveness, and fair, consistent application of company practices. KEY RESPONSIBILITIES
HR Business Partnership and Organizational Effectiveness
Build trusted relationships with leaders and employees, and develop a working understanding of each client group’s business priorities, operating challenges, and talent needs.
Advise leaders on organizational design, workforce planning, headcount, role clarity, team effectiveness, succession, and change readiness.
Coach leaders on performance expectations, feedback, team dynamics, and decision-making.
Partner with leaders on reorganizations, leadership transitions, policy updates, and other workforce actions, including communications, implementation plans, manager guidance, and employee support.
Bring employee and leader perspectives into business discussions, and help leaders interpret engagement feedback and prioritize action.
Coordinate with Talent Acquisition, Learning and Development, Compensation, Benefits, HRIS, Legal, and other partners to deliver integrated HR support.
Employee Relations and Risk Management
Independently manage employee relations matters from intake through resolution, including assessment, investigations, findings, and recommended actions, remaining impartial throughout.
Partner with HR leadership and Legal on high-risk, sensitive, or precedent-setting matters, and escalate appropriately.
Guide leaders through performance concerns, corrective action, performance improvement plans, attendance issues, accommodations, and separations, ensuring decisions are supported and documented.
Help leaders weigh the broader organizational, cultural, and legal risk of a proposed action alongside the immediate issue.
Apply HR policies and employment standards consistently, and flag gaps, exceptions, and emerging risks with recommended actions.
Prepare and review case notes, investigation materials, corrective action notices, separation materials, and other sensitive employee documents.
Talent and Workforce Processes
Partner with Talent Acquisition and hiring leaders on workforce need, role scoping, job level, selection strategy, and offer alignment.
Facilitate performance review, goal-setting, calibration, compensation, promotion, and succession processes, guiding leaders toward consistent, well-supported talent decisions.
Promote internal mobility and career growth by helping leaders and employees clarify role expectations, levels, and growth paths.
Support onboarding and early-tenure success through manager guidance, employee check-ins, and prompt resolution of integration concerns.
Work with Learning and Development to identify capability gaps and manager training needs.
Operational Execution and Analytics
Ensure employee lifecycle changes (hires, transfers, promotions, manager changes, reorganizations, leaves, and exits) are accurately documented and completed with HR Operations and HRIS.
Prepare or oversee employee letters, agreements, job requisitions, position updates, and separation documents for assigned client groups.
Partner with HRIS and HR Operations on data integrity, position management, reporting, and audits.
Use headcount, turnover, employee relations, engagement, and performance data to identify trends, anticipate workforce implications, and recommend targeted interventions.
Maintain case and compliance documentation…