Senior Director, Human Resource Business Partner

The value of HRBPs lies in their ability to weave HR strategies into the fabric of business objectives, ensuring that HR initiatives are aligned with and drive business goals. This strategic fusion transforms HR practices from merely supportive to proactive, strategic drivers of organizational success.

The HRBP landscape requires the ability to adapt to the evolving nature in real-time organizational contexts. A strong HRBP can connect the theoretical aspects of the role with practical strategies.

Stepping into a strategic HRBP role involves more than understanding and application. It's about being visionary, foreseeing future organizational and market trends, and proactively formulating HR strategies that will cater to forthcoming challenges and opportunities.

Scope: The Sr. Director, HRBP will oversee corporate and at least one division, potentially managing multiple divisions depending on factors such as employee size, geographic reach, and operational complexity. This role requires direct engagement with and support of the most senior leader(s) in corporate and the division(s) while serving as a trusted advisor on people strategies.

What You’ll Do:

1. Strategic Alignment

   1. Partner with executive leadership to develop and implement HR strategies that drive business goals.
   2. Analyze and interpret HR metrics to inform strategic planning and data-driven decision-making.
   3. Build a deep understanding of the business, structure, and financials to provide ongoing HR insights to support key objectives.
   4. Align HR initiatives with organizational priorities, ensuring they contribute to overall company success.

2. Business Partnership

   1. Serve as a strategic advisor to senior regional leaders, influencing and guiding executive decision-making on people matters.
   2. Act as the primary HR liaison for business units, ensuring HR services align with operational needs.
   3. Lead and support organizational change efforts, including workforce planning, restructuring, and change management initiatives.
   4. Drive organizational change initiatives and support cultural transformation programs.
   5. Lead compensation discussions, employee leveling conversations, and organizational design efforts.
   6. Develop and execute local communication strategies to support business objectives.

3. Talent Management

   1. Lead strategies for talent acquisition, development, and retention.
   2. Identify high-potential employees and create pathways for professional growth and advancement.
   3. Facilitate leadership development programs, executive coaching, and succession planning.

4. Employee Engagement

   1. Design and support initiatives that enhance employee experience, satisfaction, and productivity.
   2. Implement best practices to cultivate a positive and inclusive workplace culture.
   3. Serve as a key advocate for diversity, equity, and inclusion (DEI) initiatives within the organization.

5. Performance Management

   1. Oversee performance management processes to drive talent assessment, development, and accountability.
   2. Provide guidance on the creation and execution of individualized development plans.
   3. Partner with leadership to address performance challenges and foster a culture of continuous feedback.
   4. Oversee and support the annual review process for division employees inclusive of facilitating talent calibrations, promotion panels, and assisting managers in compensation planning as well.

6. Team Leadership and Development

   1. Manage and mentor a team of HR Business Partners, fostering their growth and professional development.
   2. Cascade key organizational updates, ensuring alignment and clarity across HRBP functions.
   3. Provide ongoing coaching, guidance, and support to enable the HRBP team to excel in their roles.

What You’ll Bring:

1. Strong understanding of business operations, financial drivers, and HR’s role in achieving company objectives.
2. Ability to analyze data, identify trends, derive insights, and take informed action.
3. Ability to build credibility, influence stakeholders, and drive change at all levels of the organization.
4. Experience coaching and developing managers and executives.
5. Strong decision-making skills, with the ability to balance employee needs with business objectives.
6. Exceptional communication skills, with the ability to tailor messaging for different audiences.
7. Strong interpersonal skills, with the ability to develop relationships and collaborate cross-functionally.
8. Ability to manage and resolve conflicts effectively.
9. Proven ability to lead and support large-scale organizational change efforts.
10. Experience fostering an inclusive and positive work culture that enhances engagement and retention.
11. Deep knowledge of HR best practices, employment laws, and talent management strategies.
12. Experience with compensation structures, performance management, and workforce planning.

Renuity and its affiliates are committed to equal opportunity. We value and embrace diversity and inclusion of all Team Members. If you have a disability under the Americans with Disabilities Act or similar law, and you need an accommodation during the application process or to perform these job requirements, or if you need a religious accommodation, please contact

If you have a question regarding your application, please contact

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