Director HR Business Partner - Adult Division

The Director, HR Business Partners leads the HRBP team and serves as a strategic partner to executive and senior leaders to shape and deliver enterprise people strategy. This leader provides executive coaching, drives organizational capability and culture, and ensures HRBP service delivery is consistent, scalable, and outcomes-based across assigned business areas.

Essential Responsibilities:

Responsibilities listed in this section are core to the position. Inability to perform these responsibilities, with or without an accommodation, may result in disqualification from the position.

• Leads and operationalizes the HRBP service delivery strategy, operating model, and team roadmap to meet organizational needs and priorities.

• Serves as a strategic advisor to executives and senior leaders by shaping enterprise workforce priorities, organizational capability plans, and culture initiatives.

• Provides executive coaching and influence on leadership effectiveness, organizational health, talent decisions, and change leadership.

• Establishes expectations for consultative partnership, execution excellence, governance, and measurable outcomes across the HRBP team.

• Leads, mentors, and develops HRBP staff through coaching, feedback, goal-setting, capability building, and performance accountability.

• Allocates work across the team, removes barriers, and ensures delivery of initiatives with high quality, consistency, and timeliness.

• Sponsors and/or leads enterprise people initiatives and transformation efforts, ensuring integration across HR functions and business stakeholders.

• Anticipates people-related risks and leads mitigation strategies in partnership with executive leadership, legal, compliance, and other stakeholders as needed.

• Establishes employee relations standards and oversight across the HRBP team to ensure consistent practices, investigation quality, documentation standards, and risk mitigation, partnering with executive leadership and legal/compliance on the highest-risk matters as needed.

• Establishes and monitors key people metrics and HRBP performance indicators, using insights to guide decisions and drive continuous improvement.

• Ensures HR programs and processes are implemented consistently, with attention to scalability, sustainability, and system enablement.

• Leads standard work, governance, and controls that strengthen consistency, data integrity, and compliance with policies and applicable laws.

• Partners with HR COEs and HR Operations to ensure enterprise solutions reflect business needs, are implemented effectively, and achieve intended outcomes.

• Communicates clearly with executives and stakeholders by providing concise options, recommendations, risks, and progress updates tied to outcomes.

General Responsibilities:

• Performs other duties as assigned.

Minimum Qualifications:

Education: Bachelor's degree required.

Experience: At least 5 years of experience in Human Resources or a related field, including a minimum of 5 years of progressive leadership experience required.

License(s)/Certification(s)/Registration(s) Required:

SHRM-SCP or SPHR certification at the time of hire or attainment within 12 months of hire.

Knowledge, Skills and Abilities:

• Executive-level presence and proven ability to influence, advise, and coach executive and senior leaders on organizational health, talent decisions, and change leadership.

• Demonstrated ability to set strategy for HRBP service delivery, establish operating rhythms, and drive consistent outcomes across multiple business areas.

• Deep knowledge of enterprise HR practices across the employee life cycle, including employee relations, workforce planning, talent management, total rewards partnership, and compliance.

• Strong leadership capability with experience developing high-performing teams through coaching, feedback, accountability, and capability building.

• Proven ability to sponsor and lead enterprise initiatives and transformation efforts, aligning stakeholders and integrating HR solutions across functions.

• Strong risk management judgment, including the ability to anticipate people-related risks, establish mitigation strategies, and engage legal/compliance and executive stakeholders appropriately.

• Strong governance and operational discipline, including establishing standards, controls, and standard work that improve consistency, data integrity, and compliance.

• Advanced analytical capability, including setting KPI expectations, using insights to guide decisions, and driving continuous improvement.

• Exceptional communication skills, including the ability to deliver clear recommendations, shape executive decision-making, and communicate progress tied to outcomes.