Senior Director, People Partners

Responsibilities

• Lead the evolution of the HRBP function as a strategic organizational architecture practice.
• Lead, coach, and develop a small team of HRBPs, establishing operating principles, standards, tools, playbooks, and decision frameworks.
• Raise manager and leadership quality through manager capability building, feedback loops, coaching infrastructure, succession planning, and leadership bench development.
• Partner with business leaders on organizational design, including team structure, role clarity, decision rights, business alignment, change management, and organizational agility.
• Identify systemic people and organizational challenges and build scalable, repeatable, data-informed solutions.
• Use HR data, workforce analytics, and emerging technologies to identify trends, mitigate risk, and improve engagement, retention, performance, and organizational effectiveness.
• Lead employee relations for the fully remote headquarters team and resolve issues with sound judgment.
• Apply multi-state wage-and-hour knowledge and employment-law best practices; engage additional expertise when appropriate.
• Support rigorous performance management by enabling managers to set expectations, provide feedback, and address performance issues promptly.
• Collaborate with Talent Acquisition to improve hiring criteria, structured interviews, and calibration.

Requirements

• 10–12+ years of progressive HR experience, including significant experience in a senior HRBP or HR leadership role.
• Bachelor's degree required; master's degree preferred.
• Experience supporting mixed workforces, including knowledge workers and operations, call center, or field staff, in a regulated or compliance-sensitive environment.
• Fluency in multi-state US employment law and demonstrated experience navigating wage-and-hour complexity for non-exempt populations.
• Experience in a growth-stage or rapidly scaling company, including building or rebuilding HR infrastructure.
• Experience translating business strategy into organizational design and helping leaders navigate restructuring decisions.
• Track record of building manager capability, beyond delivering training.
• Strong analytical capability and experience using HR data and workforce insights to identify trends, inform strategy, and drive measurable outcomes.
• Comfort leveraging technology and data to build workflows, analyze data, and scale HR capacity.
• Ability to communicate in clear, structured, written narratives that distill complexity and support decisions.
• Professional HR certification such as SPHR or SHRM-SCP is a plus.

Nice-to-Haves

• Master's degree.
• SPHR or SHRM-SCP certification.
• Strong pattern recognition, systems thinking, business credibility, and proactive problem-solving abilities.

Work Arrangement

• Fully remote.