Director, Business Partner

Director, People Business Partner

The Director, People Business Partner is a senior People leader responsible for shaping and operationalizing the People Business Partner model s role serves as a strategic advisor to executives and senior leaders, leads and guides the PBP team, and builds scalable processes, playbooks, and best practices that strengthen how People partners support the business.

This leader will align workforce, talent, organization, and leadership strategies to business priorities across multiple functions and growth stages. The role is both strategic and hands‑on—setting direction for the PBP function while also rolling up sleeves to directly support executives and critical client groups as needed.

The Director will drive consistency, rigor, and measurable outcomes across workforce planning, organization design, talent management, performance, employee relations, compensation partnership, people analytics, and change leadership while helping R365 scale in a practical, people‑centered way.

• Lead, coach, and develop the People Business Partner team, setting clear expectations, priorities, and service standards.
• Build, refine, and operationalize the PBP model, including core processes, playbooks, tools, templates, and best practices that improve consistency, quality, and scale.
• Establish team operating rhythms for workforce planning, talent reviews, organizational changes, performance cycles, and executive partnership.
• Guide PBPs on complex business, talent, and employee matters while elevating overall capability, judgment, and partnership across the team.
• Partner across the People Team to ensure strong alignment among PBPs, People Operations, Talent Acquisition, Total Rewards, Learning & Experience, and Legal.

• Serve as the strategic People advisor to assigned executives and senior leaders, translating business priorities into practical people strategies and actions.
• Roll up sleeves to directly support executive leaders and client groups as needed, particularly during business‑critical moments, leadership transitions, restructures, or gaps in coverage.
• Use strong business acumen, data, and judgment to advise on organizational effectiveness, talent needs, team design, leadership capability, and employee experience.
• Build trusted relationships with leaders and provide direct, thoughtful coaching on performance, leadership, team health, and change.

• Lead workforce planning efforts with leaders and FP&A to align headcount, capabilities, and organizational structure with company strategy and budgets.
• Partner on organization design, role clarity, leveling, job architecture, and position management to support growth, efficiency, and scale.
• Drive talent management processes including performance reviews, talent assessment, succession planning, leadership development, and career growth.
• Partner with leaders to identify organizational risks, capability gaps, retention concerns, and development priorities, and turn those insights into action.
• Support global and evolving business needs, including organizational changes tied to new functions, international growth, or Mexico operations, as applicable.

• Act as a senior escalation point for complex and sensitive employee relations matters, balancing business needs, employee experience, and risk.
• Guide leaders and PBPs on investigations, performance matters, corrective action, leaves, accommodations, policy interpretation, and sensitive employment decisions.
• Ensure People practices and decisions align with company policy and applicable employment laws and are applied thoughtfully and consistently.
• Lead…