Director - HR Business Partners - Tech

Humans of HR is an upcoming boutique recruitment agency in Vancouver and is very quickly becoming the go-to agency for hiring and placement of skilled corporate professionals. Combined with our vast network and extraordinary customer-centric approach, we are the obvious choice in helping you find your next home.

The Opportunity

Our client is a high-growth public company with complex global operations. As the company continues to expand, they are strengthening the senior People leadership team with a Director of HR Business Partners - Tech
.

This person will be a senior voice within the organization, partnering with technology leaders and helping build the people infrastructure required to support continued growth. The role is particularly suited to an HR leader who has spent time in technology, software, digital infrastructure, telecommunications, professional services or another environment where the workforce and operating model have evolved quickly.

This isn't a role where you will inherit a finished HR playbook. You'll be expected to understand what the business is trying to accomplish, determine where HR can have the greatest impact and help build the approach.

What You'll Own

• Lead the HR partnership strategy for a portfolio of technology and corporate functions.
• Manage and mentor a team of HR professionals, setting expectations around quality, responsiveness and business partnership.
• Serve as a senior advisor to technology leadership on people and organizational matters.
• Help leaders scale their teams while maintaining a strong leadership culture and employee experience.
• Advise on leadership effectiveness, team structure and the people implications of major business decisions.
• Support senior leaders through periods of rapid expansion, transformation and organizational change.
• Identify capability gaps within leadership teams and work with specialist People functions to address them.
• Bring a forward-looking perspective to talent, leadership and organizational health.
• Challenge existing approaches when they are no longer appropriate for the pace or complexity of the business.
• Partner with People leaders across Talent, Rewards, Operations and HR Technology on major initiatives.
• Use workforce and people data to identify patterns, risks and opportunities.
• Help create greater consistency across the HRBP function while allowing individual business groups to operate effectively.
• Represent the HRBP function in senior-level discussions and cross-functional initiatives.

What We're Looking For

• Approximately 15+ years of progressive HR experience
  , with substantial time spent in a business-facing HR capacity.
• Experience in technology, software, digital infrastructure, telecommunications, consulting, professional services or another fast-evolving knowledge-based environment.
• Experience managing or mentoring HR professionals.
• Comfortable working directly with senior technology or business executives.
• Strong ability to understand complex business models and translate them into practical people priorities.
• Experience advising leaders during periods of significant growth or organizational evolution.
• Excellent executive communication and influencing skills.
• Strong commercial instincts and the confidence to respectfully challenge senior stakeholders.
• A track record of building credibility quickly in new or changing environments.
• Comfortable making decisions and moving initiatives forward without complete information.

Who Will Thrive Here

The strongest candidate will probably not describe themselves as someone who simply "supports the business."

You are someone who wants to understand why the business operates the way it does, where it is going and what needs to change from a people perspective to get there.

You enjoy working with smart, demanding leaders. You can move from an executive conversation about organizational direction to helping an HRBP work through a difficult people issue without losing sight of either.

You don't need a perfect process before taking action, and you're comfortable being part of an organization that is still figuring some things out.

• Annual incentive program
• Equity participation
• RRSP matching
• Hybrid working environment
• Opportunity to have meaningful influence within a rapidly scaling organization