Director/AVP, HR Business Partner

Realty Income Corporation • San Diego, CA

35d • $136,431 - $252,389 • Hybrid

About The Position

The People Success Business Partner will think strategically, execute tactically, and collaborate across many team levels and situations to enable company growth by partnering with business leaders to develop and execute People Success (HR) initiatives focusing on organizational effectiveness, workforce planning, employee engagement, Inclusion & Belonging, and more. In addition, this role will own programs that run across the organization. The role will build value through an embedded approach, a deep understanding of business priorities, and a proactive stance toward talent management. The purpose of this role is to strengthen Realty Income's ability to attract, engage, motivate, and retain top talent by optimizing each employee's potential.
This position may be hired at either the Director, People Success Partner or AVP, People Success Partner level based on the selected candidate's experience, demonstrated business impact, leadership capabilities, and scope of responsibility. Both levels serve as trusted business partners. Candidates hired at the AVP level will be expected to operate with broader enterprise influence, provide strategic counsel to executives, and lead complex cross-functional People Success initiatives.
This position is based in our San Diego (Del Mar area) headquarters. Monday through Thursday is in-office for collaboration, with the opportunity to work remotely on Friday.

Requirements

• Director level: Minimum 8+ years of progressive Human Resources experience, including experience supporting business leaders, leading employee relations matters, workplace investigations, organizational effectiveness efforts, and talent initiatives.
• AVP level: Minimum 10+ years of progressive Human Resources experience, including experience leading complex company-wide HR initiatives, workforce planning, succession planning, organizational design, and advising senior leaders and executives.
• Significant experience in an HR Business Partner role, including work leading employee relations issues and investigations.
• Minimum of five years of coaching experience.
• Bachelor's degree required
• Strong employment law knowledge.
• Knowledge of leadership development and management training needs, with an ability to apply adult learning theories to employee programs.
• Ability to think and act holistically to help create differentiated value for business leaders and internal customers.
• Experience partnering on complex company-wide HR initiatives.
• Strong verbal and written communication skills, with the ability to draft legally sound communications.
• Strong presentation abilities, including the ability to communicate complex ideas to large groups, Department Heads, and senior leaders.
• Demonstrated ability to build broad-based relationships and trust across diverse constituencies.
• Desire to thrive in a high-accountability environment.

Nice To Haves

• MBA or Master's degree in Human Resources or a related field preferred.
• Experience leading the creation or update of legal documents, such as employee handbooks and policies, preferred.
• Experience supporting international business units preferred.
• SPHR, California, or other senior HR certification.
• ACC, PCC, or MCC credential preferred.

Responsibilities

• Participate in developing and executing the company's HR strategy.
• Build and iterate parts of the Corporate Talent System so that employee learning, development, succession, and culture drive productivity, engagement, and performance.
• Partner with business leaders on departmental employee engagement survey analysis, results communication, and action-planning initiatives.
• Inform and guide department leaders on team effectiveness, based upon situational awareness of the nuances of each sub-team.
• Assist in the design and structure of departments, business units, organizations, and jobs to optimize organizational design and effectiveness.
• Lead organizational change initiatives by leveraging proven change management strategies that accelerate adoption, build engagement, and help employees successfully navigate transformation.
• AVP scope: Play a larger role in shaping enterprise-wide workforce planning, organizational effectiveness, and talent strategies, including leading larger-scale organizational design initiatives that affect multiple functions or business units.
• Provide coaching and mentoring to senior leaders, emerging leaders, and employees when the situation requires.
• Proactively diagnose organizational needs and root causes through data-driven analysis and stakeholder engagement, translating insights into impactful business solutions
• Bring in the right internal or external resources to ensure organizational needs are addressed while working through conflicting priorities.
• Establish credibility throughout the organization.
• Be an effective listener and solution-finder for people issues.
• Continually assess the competitiveness of programs and practices against relevant comparable companies, industries, and markets.
• AVP scope: Regularly serve as a strategic advisor to executives and senior leadership teams on complex organizational, leadership, and talent matters with broader enterprise impact.
• Resolve employee issues while ensuring Realty Income remains compliant, mitigates risk.
• In Partnership with the Talent Acquisition team, lead Strategic Workforce Planning initiatives to ensure , and has the right number and type of talent to meet current and emerging needs.
• Co-create and launch initiatives focused on building a culture of inclusion that supports engagement and retention strategies.
• Leverage and analyze internal and external data to inform decision-making.
• Measure, track, and analyze the effectiveness of inclusion initiatives and anticipate future trends in inclusion efforts.
• Build and continually develop business and industry knowledge to enable effective budgetary spending and inform business decisions.
• Help deliver, execute, and measure leadership and management development programs from frontline leaders through Department Heads and executives.
• Partner with the VP, People Success, Talent Development, and Department Heads to manage succession, talent slates, and readiness for roles across the organization.
• Proactively identify, track, and recommend talent to fill key vacancies and support long-term growth strategies using available systems and tools.
• AVP scope: Provide greater leadership in shaping enterprise-wide succession, workforce, and talent strategies and lead complex People Success initiatives that span multiple functions or business units.

Benefits

• healthcare, dental, and vision insurance for employees and eligible dependents
• 401(k)-retirement plan with a company match of 50% up to 6% of eligible compensation
• wellness, financial, and work/lifestyle-specific benefits
• generous PTO accrual
• 12 paid holidays
• paid volunteer time

What This Job Offers

• Job Type: Full-time
• Career Level: Director