Senior Director, HR Business Partner

Role overview

This opportunity is being promoted for a partner organization that handles the application review and the following hiring steps. The employer is seeking a Senior Director, HR Business Partner located in the United States.

The position is a senior, hands-on HR leadership role focused on supporting commercial executives in a fast-moving global business. You will act as a strategic advisor to senior leaders, influence organizational structure, raise performance standards, and guide people decisions across international markets. The environment is intentionally changing and requires someone comfortable with ambiguity, able to create order in evolving situations, and capable of balancing pace with sound judgment. This role expects HR to challenge business thinking when needed, not simply support it, and to make objective talent assessments that affect business results. You will also work closely with global HR colleagues to align priorities and strengthen the overall people strategy.

Key accountabilities

• Act as the main HR partner to senior commercial leaders on team structure, staffing plans, talent strategy, and effectiveness of the organization.
• Work with HR leadership to connect commercial goals with broader people strategy and transformation programs.
• Run disciplined talent reviews to distinguish top performers, coachable employees, and underperformance, then support decisive leadership actions.
• Build a strong performance culture by using performance management practices, coaching leaders through difficult conversations, and supporting improvement plans or exits when needed.
• Contribute to succession planning and leadership development for key commercial positions and high-potential talent pools.
• Partner with Talent Acquisition to improve hiring decisions, strengthen interview quality, and increase overall recruiting standards.
• Create talent mapping for critical roles and anticipate workforce needs across global regions.
• Review engagement results and employee feedback to spot risks, patterns, and practical improvement opportunities.
• Handle employee relations issues and support communication for sensitive organizational or compensation-related changes.
• Support HR transformation work such as job architecture, leveling, and organizational redesign.
• Lead and coach HR team members aligned to commercial functions, while helping raise the credibility and capability of the HR team.

Requirements

• At least 10 years of increasing HR experience, including substantial HR business partnering or generalist leadership exposure.
• Background supporting commercial, sales, or other revenue-driving teams.
• Proven ability to evaluate talent objectively and enforce performance accountability at scale.
• Experience managing end-to-end performance cycles, including coaching, performance improvement plans, and termination support when appropriate.
• Clear history of advising and influencing senior executives, including stakeholders at CRO and CMO level.
• Experience across global markets such as Europe, the Middle East, China, and Japan, along with awareness of local employment considerations.
• Strong capability in organizational design, workforce planning, and job architecture work.
• Comfort operating in fast-changing environments, ideally within private-equity-backed or transformation-led organizations.
• Solid understanding of core HR areas including talent acquisition, compensation, employee relations, and HR systems.
• Excellent communication skills with the confidence to influence, challenge, and build trust across all levels.
• Bachelor’s degree is required; an advanced degree or HR certification such as SHRM-SCP or SPHR is an advantage.
• Availability aligned with Eastern or Central time zones is preferred.

Benefits

• Total annual compensation is estimated at $165,000 to $250,000, combining base pay and variable compensation, and varies by experience and location.
• Medical, dental, and vision insurance are included.
• A 401(k) plan with company match is offered.
• Paid vacation, holidays, sick leave, and floating holidays are provided.
• Company-paid life insurance and short-term disability coverage are included.
• Paid parental leave and one volunteer day are available.
• The role offers a flexible remote work setup for eligible U.S. states.
• There is a strong emphasis on learning, development, and internal mobility.
• Compensation is structured in an equitable way using market data and experience as inputs.

Additional information

The hiring process uses an AI-supported matching approach to help review applications quickly and consistently against the role’s core criteria. Candidates who best align with the position are shortlisted and passed along to the hiring company. Final hiring decisions, including interviews and assessments, are handled by the employer’s internal team.

By submitting an application, candidates acknowledge that personal data will be processed to evaluate candidacy and share relevant information with the employer, based on legitimate interest and pre-contractual measures under applicable data protection laws, including GDPR. Applicant rights may include access, correction, deletion, and objection.

AI tools may be used to support parts of the hiring workflow, such as resume review, application analysis, or response assessment. These tools assist the recruitment team but do not replace human judgment, and final hiring decisions are made by people. Further questions about data handling can be directed to the hiring team.