Associate Director, People & Culture

The HR Business Partner serves as a trusted advisor to business leaders, managers, and associates across the organization while driving key strategic HR initiatives and projects.

Operating with a high degree of autonomy, executive presence, and a relentless obsession with customer service, the HR Business Partner leverages deep domain expertise to solve complex workforce challenges, navigate ambiguous environments, and build strong, trust‑based relationships across all organizational levels. This role balances strategic alignment with operational execution, leading key change initiatives with or without formal authority, while remaining receptive to feedback, coaching, and continuous personal growth.

• Strategic Business Partnership & Project Leadership
• Strategic Alignment:
  Serve as a core P&C business partner to senior leaders and departmental heads, aligning workforce strategies directly with business objectives and organizational growth.
• Autonomous Execution & Ambiguity Management:
  Take high‑level, vague directions and turn them into structured, actionable project plans. Independently own and drive key HR projects from inception to full execution.
• Decision‑Making & Validation:
  Exercise sound judgment and domain expertise to make independent operational and strategic decisions, while proactively pulling in key leadership stakeholders to validate high‑stakes judgment calls.
• Leading Without Authority:
  Project a strong sense of authority and influence, driving cross‑functional alignment and motivating teams across the organization without relying on direct line authority.
• Employee Relations, Trust & Governance
• Trusted Advisory:
  Rapidly build deep trust, credibility, and rapport with employees and leaders at every level, establishing a safe, transparent, and responsive HR environment.
• Complex ER Case Management:
  Independently oversee and resolve a wide spectrum of Employee Relations (ER) cases, from routine concerns to highly complex workplace disputes, sensitive performance matters, disciplinary actions, and internal investigations, with objectivity, empathy, and strict confidentiality.
• Compliance & Legal Alignment:
  Maintain up‑to‑date knowledge of federal, state, and local employment laws and regulations to mitigate legal risk and ensure organizational compliance across policy and practice.
• Facilitation, Moderation & Enablement
• Training & Enablement:
  Design, facilitate, and present engaging training programs, leadership workshops, and skill‑building sessions tailored for managers and associates.
• Presentation & Moderation:
  Serve as a polished presenter and skilled moderator for internal meetings, town halls, interactive discussions, and leadership forums.
• Continuous Learning:
  Partner with P&C leadership to identify capability gaps across teams and implement effective learning solutions to drive performance.
• Service Excellence & Operational Leadership
• Obsession with Customer Service:
  Maintain an exceptional standard of internal customer service, ensuring every associate and manager receives prompt, empathetic, and solution‑oriented support.
• Process Optimization & Continuous Improvement:
  Continuously evaluate HR workflows, policy applications, and service delivery to streamline processes and elevate overall P&C business impact.

• Coachability:
  Possesses an open, adaptable mindset, someone who can be led effectively, accepts constructive feedback, builds authentic working relationships, and actively seeks opportunities to develop.
• Executive Presence & Influence:
  Demonstrates the confidence, gravitas, and communication clarity required to advise senior leaders while remaining accessible and approachable to all employees.
• P…