Director, HR Business Partnership

Role overview

This is a senior HR leadership opportunity for a U.S.-based professional who can partner closely with the Chief People Officer and senior leaders to turn business priorities into practical, scalable people strategies. The role blends executive advisory, organizational strategy, and leadership of an HR Business Partner team. It is designed for someone who thrives in a complex, fast-changing environment and can bring structure, sound judgment, and data-backed thinking to people decisions.

The position is being handled on behalf of a partner organization, which will manage applications and all subsequent hiring steps.

Key responsibilities

• Act as a strategic thought partner to the Chief People Officer and senior People leaders on organizational direction and people programs.
• Manage and grow a team of HR Business Partners supporting high-growth business areas, ensuring a consistent standard of support for leaders.
• Convert executive goals into workforce plans, organizational structures, and talent strategies that support company growth.
• Create and roll out scalable frameworks for performance management, talent reviews, workforce planning, and organizational change.
• Work closely with revenue and go-to-market leaders to shape proactive people strategies that improve business outcomes.
• Support complex change efforts such as leadership transitions, capability gaps, restructuring, and broader transformation initiatives.
• Coach and develop HRBP talent to strengthen overall partnership quality across the function.
• Use data, business insight, and strong judgment to guide senior leaders toward effective people decisions.

Requirements

• At least 8-12+ years of progressive HR Business Partner experience, including direct partnership with senior executives or C-suite leaders.
• 12+ years of total experience in HR or closely related roles within fast-paced, complex, high-growth environments.
• Demonstrated success leading and developing HRBP teams with a focus on performance improvement and capability building.
• Strong experience in organizational design, talent strategy, and leadership coaching.
• Ability to operate strategically while also executing hands-on framework and process development work.
• Strong business judgment and the ability to influence executive stakeholders and cross-functional partners.
• High emotional intelligence, mature judgment, and comfort working through ambiguity and sensitive people matters.
• Good working knowledge of employment law, HR best practices, and data-informed decision-making.
• Experience supporting go-to-market or revenue teams is preferred.
• Experience with scaling organizations, transformation programs, or M&A is an advantage.

Benefits

• Competitive base pay of about $197,000 to $250,000 USD, depending on location.
• Eligibility for an annual performance bonus and a new-hire equity award.
• Opportunity for long-term equity refresh grants.
• Fully remote flexibility anywhere within the United States.
• Health, dental, and vision insurance coverage.
• Generous paid time off plus flexible work policies that support work-life balance.
• Professional development and leadership growth opportunities.
• Exposure to high-impact strategic initiatives at the executive level.
• Inclusive, collaborative culture centered on continuous improvement and innovation.
• Chance to help build and scale a world-class People organization.

Additional information

Applications are reviewed through a matching process used by the hiring partner. The final decision, including interviews and assessments, is handled by the partner company’s internal recruiting team.

Data privacy and hiring process notice

Submitting an application means your personal data may be used to assess your fit for the role and shared with the hiring employer as part of the recruitment process. This is done under applicable data protection principles, including legitimate interest and pre-contractual measures where relevant. You may request access, correction, deletion, or objection to processing of your data.

Automated tools may assist with resume review, application screening, or response analysis, but final hiring decisions are made by people.