Managing Director, People Partner

Role overview

This role is a senior people leadership position based in the United States. It is focused on partnering with executive and senior leadership to improve organizational effectiveness, strengthen talent practices, and create a better employee experience.

You will act as a trusted HR advisor for complex people matters, helping leaders make sound decisions around team design, performance, workforce planning, and culture. The position combines strategic consultation with practical execution across major HR areas, including coaching, employee relations, and change support. It also requires turning people data and leadership input into improvements that have a measurable impact on the organization.

The environment is fast-moving and evolving, so success in this role depends on sound judgment, strong collaboration, and comfort operating through ambiguity.

Accountabilities

• Partner with senior leaders on people strategy, team structure, workforce planning, and organizational design.
• Guide managers and executives through hiring, onboarding, performance cycles, compensation reviews, and employee growth initiatives.
• Advise on employee relations concerns, performance improvement plans, policy interpretation, and resolution of workplace issues.
• Develop trusted relationships with leadership so talent needs and organizational challenges are identified early.
• Work with HR peers to roll out people programs such as onboarding improvements, engagement efforts, performance processes, and leadership development.
• Review workforce and engagement data to spot trends, risks, and opportunities for improvement.
• Support cross-functional HR projects and help drive organizational change.
• Lead leadership development sessions and help strengthen management capability across the organization.

Requirements

• 7 to 10 years of progressive experience in HR business partnering, HR consulting, organizational development, or generalist HR work.
• Demonstrated success advising senior leaders on complex talent and organizational topics.
• Strong working knowledge of employee relations, performance management, compensation, talent development, and change management.
• Ability to earn trust and influence stakeholders at different levels of the business.
• Excellent coaching, facilitation, communication, and executive presence.
• Capability to balance several priorities in a fast-changing, uncertain environment.
• Strong analytical thinking with the ability to use workforce data in decision-making.
• Experience using HRIS platforms such as Workday or similar tools is preferred.

Benefits

• Annual compensation aligned to geographic tier and experience, ranging from $90,000 to $139,300.
• Medical, dental, and retirement benefits.
• Paid time off and flexible work options, where role eligibility allows.
• Learning, development, and leadership training opportunities.
• Exposure to meaningful, mission-driven initiatives with high organizational impact.
• An inclusive culture centered on equity, belonging, and teamwork.
• Opportunity to influence people strategy across a large, complex national organization.

Application and hiring process

This opportunity is posted on behalf of a partner company, which will manage applications and all next steps directly. A matching process is used to evaluate applicants against the role’s core requirements, after which a shortlist is shared with the hiring company. Interviews, assessments, and final hiring decisions are handled by the employer’s internal team.

Privacy and data use

By applying, you consent to the processing of your personal information for candidate evaluation and sharing relevant details with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws, including GDPR. You may request access, correction, deletion, or objection to the use of your data at any time.

Automated tools may be used to support parts of the hiring workflow, including resume review, response analysis, and checks for potential inconsistencies in application materials. These tools assist recruiters and do not replace human judgment. Final hiring decisions are made by people.