Director, Corporate HR Business Partner

Reynolds Consumer Products•Lake Forest, IL

1d•Onsite

About The Position

Join Reynolds Consumer Products…and Drive Your Career across a world of opportunities! We are passionate about achieving results and have fun winning as a team! We provide amazing job opportunities for growth with competitive hourly pay and benefits in an exciting, dynamic, fast-paced, and fun workplace environment. Are you looking to build a strong career? Then we have an opportunity for you! We currently have an opportunity for a Director, Corporate HR Business Partner (HRBP at our Corporate Headquarters in Lake Forest, IL. The Director, Corporate HR Business Partner (HRBP) is a strategic HR leader supporting all corporate functions, including Supply Chain, Sales, Finance, Legal, IT, and other corporate services. This role is a member of the HR Leadership Team, and partners closely with three other HRBPs who support their respective business units. The HRBP works hand-in-hand with HR Centers of Excellence (COEs) for Talent Acquisition, Talent Management & Learning, and HR Services (Total Rewards, Payroll, Master Data/Analytics) to deliver seamless HR support to corporate leaders and employees. This position has one HR Generalist direct report and balances strategic partnership, operational excellence, and employee advocacy to drive results across corporate services. You will have the opportunity to Make Great Things Happen! This role is a pivotal part of the HR Leadership Team, influencing strategy and shaping the employee experience across corporate functions. You will work in a high-performing environment, collaborating with peers, COEs, and leaders to drive business results, foster engagement, and develop talent across the organization.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field.
10+ years of progressive HR experience, with at least 5 years in an HRBP role supporting corporate functions.
Experience partnering with COEs for Talent Acquisition, Talent Management, Learning, Total Rewards, and HR Services.
Demonstrated success as a strategic partner in a multi-business-unit environment.
Experience managing HR staff (1–3 direct reports) and leading cross-functional HR initiatives.
Deep knowledge of employment law, compliance for public companies, and HR best practices.
Exceptional interpersonal, communication, and influencing skills; ability to build credibility at all levels.
Strong analytical and problem-solving skills; experience with HRIS systems and reporting

Nice To Haves

Master’s degree in Human Resources, Business Administration, or related field preferred.

Responsibilities

Strategic HR Partnership Serve as a trusted advisor to functional leaders on all people related strategies. Serves as a subject matter expert and provides guidance on workforce planning, organizational design, succession planning, and talent strategies.
Collaborate with HR COEs to deliver integrated solutions across recruiting, talent management, learning, total rewards, and HR services.
Act as a change agent, advising leaders on transformation initiatives, organizational changes, and cultural alignment.
Talent Management & Employee Development Drive performance management, career development, and employee engagement initiatives within corporate services.
Partner with the Talent Management & Learning COE to implement development programs and succession planning strategies.
Coach leaders to identify, retain, and develop top talent.
Employee Relations & Compliance Provide guidance and support on employee relations issues, ensuring compliance with company policies, employment law, and public company obligations.
Oversee complex employee relations matters in collaboration with HR Services and legal partners.
Ensure consistent application of HR policies across corporate services.
HR Operations & Team Leadership Lead and develop one HR Generalist, providing guidance and coaching to ensure high-quality HR support.
Partner with HR Services COE (Payroll, Total Rewards, Master Data) to resolve operational challenges and streamline processes.
Identify opportunities for continuous improvement in HR processes and service delivery.
HR Metrics & Analytics Partner with HR Analytics to track, analyze, and report metrics that support data-driven decision-making.
Monitor trends in workforce engagement, turnover, and talent development to inform leadership and strategic priorities.