Director, Business Partner

WHO WE ARE:

The National Multiple Sclerosis Society mobilizes people and resources to drive research for a cure and to address the challenges of everyone affected by MS. To fulfill this mission, the Society funds cutting-edge research, drives change through advocacy, facilitates professional education, collaborates with MS organizations around the world, and provides programs and services designed to help people with MS and their families move their lives forward.

We partner with volunteers to accomplish our work. Staff members engage volunteers through effective and timely communications, facilitating meaningful opportunities, and continually seeking and providing feedback for reciprocal growth and learning.

The Director, People Business Partner (People Business Partner Lead) is a key leader within the National MS Society (the Society) and, as such, must maintain a broad knowledge of our organization, exemplify our values, contribute positively to our mission, and collaborate in discussions and tactical project teams cross functionally. The People Business Partner Lead aligns business objectives with employees and management across designated business units.

The role is grounded in a deep understanding of the business and in trusted, credible relationships with leaders and employees, partnering across the People & Culture function to deliver value‑added services that reflect the strategic objectives of the organization. The People Business Partner Lead acts as a trusted advisor to business leaders, providing guidance on workforce planning, talent management, leadership development, employee relations, performance, organizational design, and culture while ensuring compliance with people policies and labor laws.

It is essential that this individual serves as a knowledgeable and trusted business partner whose credibility is rooted in business acumen, fiscal stewardship, and alignment with our Mission, Vision, and Values - combined with deep HR expertise. Above all, this leader cares about people and acts as a strategic Business Partner Lead for assigned functions, providing thoughtful talent guidance and support with humility, humanity, and hospitality.

Remote - Flexible Location Prefence to those located near one of our hubs and/or within an hour of a major airport Work is primarily performed remotely, however, when possible and necessary, teams meet in person to conduct the business of the organization and build team relationships. Ability to travel approximately 20%

The estimated hiring compensation range for this role is $90,000-$120,000. Final offers will be based on the candidate's geographic location, consider career experience, and may vary from this range due to these and other factors. Your benefits include:
Considerable Paid Time Off Plan Paid Holidays with a Winter Break 401k Retirement Savings Plan with Society match Commuter Benefit Plan Comprehensive Health & Welfare benefits including:
Medical Dental Vision Flex Spending Accounts Life Insurance Disability Coverage Spring Health Membership offering free therapy and professional coaching, as well as additional voluntary benefit offerings. Not to mention, you will join an incredible mission focused team of people!

• Serve as the primary People Business Partner Lead supporting a function or group of functions throughout the entire employee lifecycle (EX: Development, Technology, or Mar Comms).
• Partner with our People & Culture Lead and function leaders to co‑create talent strategies that leverage best practices and are aligned with business and organizational goals.
• Serve as an advisor and coach to our leaders (Talent Pipeline Portrait Levels: Leading Leaders, Leading Others, Knowledge Leaders and Knowledge Experts) enabling their leadership.
• Build trusted relationships in 1:1 and group settings gaining knowledge and understanding in order to appropriately influence leadership decisions and drive organizational effectiveness.
• Collaborate with our Recruiting team to proactively address current and future talent needs paying close attention to specialty skills and capabilities, budget constraints, title and pay parity, geographic needs, and longer‑term succession planning.
• Collaborate with functional leaders and Recruiting team to conduct internal assessments and external scans identifying talent gaps and considering how to address through internal interventions or through external…