Director, Human Resources Business Partner; HRBP

Salary: $- $ per year

The Director, Human Resources Business Partner (HRBP), serves as a strategic advisor and consultant to senior leadership, aligning business objectives with people strategies that drive organizational performance and growth. This role partners closely with functional leaders to deliver proactive, forward-thinking HR solutions in the areas of talent management, workforce planning, organizational design, change management, employee engagement, and leadership development.

The Director HRBP plays a critical role in shaping and executing the people’s strategy, acting as a trusted coach to leaders and a champion for culture and inclusion. This role leads to the implementation of enterprise HR initiatives within assigned business units and collaborates with Centers of Excellence (COEs)/Keolis North America Shared Services to ensure alignment with broader organizational goals.

• Recruits, interviews, hires, and trains
• Oversees the daily workflow of their assigned client groups
• Provides constructive and timely performance evaluations.
• Handles discipline and termination of employees in accordance with company policy.

• Collaborates with their client group to understand the organization’s goals and strategy related to staffing, recruiting, and retention- by defining a workforce plan each year.
• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.
• Is the liaison between the HR subject matter expertise, and the Shared Services Team at Keolis North America for their client group.
• Works closely with Labor Relations team to ensure adherence to the CBAs for the respective client group.
• Oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development for their respective client groups.
• Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.
• Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system.
• Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Performs other duties as required

• Strong business acumen
• Exceptional relationship-building capabilities, and a proven track record of driving results in a complex, fast-paced environment
• Strong analytical and problem-solving skills.
• Excellent verbal and written communication skills
• Ability to push back on status quo, by offering new ideas, and ways of implementing key processes, and projects.
• Excellent interpersonal and negotiation skills.
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong leadership skills.
• Ability to adapt to the needs of the organization and employees.
• Ability to prioritize tasks and to delegate them when appropriate.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.

• Bachelor’s degree in human resources, Business Administration, or related field required, master’s degree preferred.
• At least 7-10 years of human resource management experience with roles in increasing responsibilities and at least 2 years in an HR leadership position
• SHRM-CP or…