Director, HR Business Partner - IT

Labcorp•Durham, NC

1d•Hybrid

About The Position

The Director, HR Business Partner (HRBP) – Global IT serves as a senior enterprise HR leader and strategic advisor to executive leadership (SVPs/VPs), driving integrated people strategies across globally distributed, matrixed organizations. This role operates at the intersection of business strategy, global workforce dynamics, and functional transformation, ensuring alignment of talent, organizational design, and culture to enable sustainable business performance across regions. Acting as the functional HR leader for Global IT, this role partners closely with regional HR leaders across key geographies to ensure consistent execution of enterprise priorities while adapting to local regulatory, cultural, and market dynamics. Success in this role is defined by measurable business impact, including improved organizational effectiveness, global leadership capability, talent pipeline strength, and workforce productivity. The role requires deep global HRBP expertise, strong business acumen, and the ability to influence decisions in a highly complex, multi-country environment. Applicants who live within 35 miles of either the Burlington, NC or Durham, NC location will follow a hybrid schedule. This schedule includes a minimum of three in-office days per week at an assigned location, either Burlington or Durham, supporting both collaboration and flexibility.

Requirements

Bachelors' Degree
12 or more years of progressive HR leadership experience

Nice To Haves

Advanced degree (MBA, MA in HR or related field)
HR certification (e.g., SPHR, SHRM-SCP)
1 or more years' experience in healthcare or life sciences industry
Demonstrated success advising on and influencing business strategy working with Vice Presidents and Senior Vice Presidents
Experience in global, matrixed environments supporting complex functions, influencing outcomes across regions without direct authority
Experience leading complex organizational design in partnership with the Business and COEs
Experience using data and analytics to drive talent and organizational decisions
Expertise in performance management, succession planning, and leadership effectiveness
Strong business acumen and financial acumen; Experience aligning workforce strategies with financial plans, including headcount planning, budgeting, and cost management
Excellent executive communication skills and presence
Strong cross-COE partnership capability
Ability to travel as needed (~15% -20%)

Responsibilities

Serves as the trusted advisor to multiple (SVPs/VPs) and their global leadership teams translating business strategy into integrated people strategy
Provides strategic counsel on leadership effectiveness, performance outcomes, culture and engagement impacts, and talent/succession planning
Advises on executive onboarding, transitions, and leadership team dynamics
Anticipates people-related risks tied to business priorities and operating changes
Ensures alignment between global functional priorities and regional/local execution, balancing trade-offs between global standardization and local requirements
Leads complex organizational design efforts across one or more global functions, ensuring org design reflects evolving business needs and digital/technology-enabled operating models required to drive growth
Facilitates executive decision-making on structure, roles, and organizational trade-offs
Integrates organizational design with succession and talent strategy
Anticipates downstream impacts of organizational changes
Partners with regional HR and business leaders to optimize global operating models, spans/layers, and location strategies
Leads SVP and VP level succession planning and executive talent reviews
Ensures consistent application of performance and talent standards globally, while incorporating regional nuances visa a vis partnership with regional HR
Advises on performance differentiation and pay-for-performance decisions with Total Rewards
Partners with Talent and Learning COEs on leadership development strategies
Identifies and develops global leadership pipelines, including mobility strategies and cross-market talent deployment
Partners with client leaders on development and execution of employee engagement and retention strategies
Coaches senior leaders on leadership effectiveness
Acts as the central point of integration between global function leadership and regional HR organizations, ensuring seamless execution of HR strategies across countries
Partners with HR COEs: Compensation, Talent, Learning, Global Benefits, Talent Acquisition, HR Analytics, HR Tech, ID&B, Compliance on execution of talent processes and programs
Ensures people decisions align with enterprise HR governance
Navigates complex multi-country labor laws, regulatory environments, and cultural considerations, proactively mitigating risk
Provides strategic insights and decision materials to business leaders
Represents client organizations’ people agenda in HR forums
Leverages workforce analytics and external benchmarks to inform decisions
Uses data to diagnose organizational health and predict risks
Partners with HR Analytics to build insights and dashboards
Leverages technology, digital tools, and AI-enabled insights to improve decision quality, organizational effectiveness, and workforce productivity
Partners with HR Tech and IT to drive adoption of digital solutions that enhance employee experience, automation, and data visibility
Operates with high autonomy, escalating only the most critical risks
Makes independent, data-informed recommendations on executive talent, organizational design, and workforce strategy, with direct influence on final leadership decisions