Director of Human Resources Business Partner

Job Title:

Director of HR Business Partner & Employee Relations

We are seeking an experienced Director, HR Business Partner & Employee Relations to join our Human Resources leadership team. This role will serve as a trusted advisor to business leaders while providing leadership and expertise across employee relations, performance management, organizational effectiveness, talent management, and workforce planning.

This individual will partner closely with leaders to understand their business priorities, translate those priorities into people strategies, and help build high-performing, engaged teams. The role will also serve as a key leader for employee relations, ensuring employee matters are handled consistently, thoughtfully, and in alignment with our values, policies, and employment practices.

The ideal candidate combines strong business judgment with deep HR expertise. They are comfortable navigating complex and sensitive situations, coaching senior leaders, challenging thinking when appropriate, and moving seamlessly between strategic initiatives and hands-on problem solving.

• Serve as a strategic HR partner and trusted advisor to senior leaders across assigned business functions.
• Develop a deep understanding of business objectives, organizational dynamics, talent needs, and operational challenges.
• Translate business priorities into practical people strategies and organizational solutions.
• Coach and advise leaders on organizational effectiveness, team dynamics, leadership effectiveness, performance, talent, and employee engagement.
• Provide thoughtful, data-informed perspectives and challenge leaders constructively when appropriate.
• Partner with leaders on organizational design, workforce planning, restructuring, role clarity, and other organizational changes.
• Support leaders through periods of growth and transformation, balancing business needs with employee experience.

• Lead and manage complex employee relations matters, including performance concerns, workplace complaints, conduct issues, policy violations, interpersonal conflicts, and other sensitive employee situations.
• Conduct and/or oversee objective, thorough, and timely workplace investigations.
• Advise leaders on appropriate corrective action and resolution strategies while ensuring consistency across the organization.
• Partner with internal and external employment counsel when appropriate on complex or high-risk matters.
• Identify trends and recurring themes in employee relations cases and recommend proactive interventions, training, policy changes, or leadership actions.
• Establish scalable ER practices, documentation standards, investigation protocols, and case-management processes.
• Ensure employee concerns are handled with appropriate discretion, empathy, consistency, and urgency.
• Maintain comprehensive and accurate documentation of employee relations matters.

• Coach leaders through performance management issues, including feedback, performance improvement plans, corrective action, and separations.
• Help strengthen manager capability around setting expectations, providing feedback, addressing performance issues early, and having difficult conversations.
• Partner with HR leadership to evolve performance management practices and processes.
• Promote a culture of accountability, transparency, and continuous feedback.
• Ensure performance decisions and practices are fair, consistent, well documented, and aligned with company expectations.

• Partner with leaders on talent reviews, succession planning, development planning, and identification of high-potential talent.
• Assess organizational and talent needs and recommend solutions that improve team effectiveness and organizational performance.
• Facilitate discussions around talent, organizational structure, capabilities, and succession.
• Support leadership development and manager effectiveness initiatives.
• Identify capability gaps and partner with appropriate HR colleagues to develop solutions.
• Support employee engagement initiatives and partner with leaders to translate feedback into meaningful action plans.

• Serve as an HR leader on organizational changes, including restructures, integrations, leadership transitions, and changes to roles or ways of working.
• Develop thoughtful people and communication strategies to support organizational change.
• Anticipate employee and organizational impacts and…