Director, HR Business Partner - Revenue

Ibotta•Denver, CO

1d•$150,000 - $170,000•Hybrid

About The Position

Ibotta is seeking a Director, HRBP to join their innovative team and contribute to their mission to Make Every Purchase Rewarding. This is a senior strategic role for an HR leader. The ideal candidate translates business strategy into people strategy and drives it to execution. As the dedicated Director, HRBP for Ibotta's Revenue organization, you will partner directly with the Chief Revenue Officer and their direct reports to build the workforce, talent, and organizational capability needed to deliver on the company's growth plan. This position is located in Denver, Colorado as a hybrid position requiring 3 days in office (Tuesday, Wednesday, and Thursday). Candidates must live in the United States. Not based in Denver? Ibotta will offer a relocation bonus to help make the move to the Mile High City a smooth one.

Requirements

10+ years of progressive HR experience, with at least 5 years as a senior strategic HRBP or HR leader in a high-growth environment
3+ years of people leadership experience, ideally managing & developing other HRBPs
Proven track record partnering directly with senior leaders on workforce planning, org design, change management, and talent strategy
Fluency with compensation strategy and the ability to connect total rewards decisions to business context
Analytically strong: able to find the story in people data and use it to drive leadership decisions
Exceptional executive presence and influence without authority
Workday required

Nice To Haves

Bachelor's degree and SPHR/SHRM-SCP preferred
Knoetic, Peakon, G-Suite, Slack, and Zoom a plus

Responsibilities

Develop a deep understanding of your business unit's strategic plan, how it is structured, and what it needs from its people to succeed.
Partner with leaders to build a workforce plan by defining a talent strategy and identifying the right levers to close gaps between today's workforce and tomorrow's needs.
Guide leaders in making total rewards decisions grounded in business need, talent strategy, and internal equity, ensuring the right problem is identified before a compensation solution is pursued.
Drive the talent management system, including: performance management, succession planning, critical role identification, career laddering, and development planning as a connected system.
Educate and enable leaders to have the right talent conversations consistently and with confidence.
Advise on team structure, reporting relationships, and role design as the business changes course.
Lead the change strategy end to end including stakeholder engagement, communication, and post-change reinforcement.
Lead and invest in the growth of your direct reports to operate as strategic partners, not reactive responders, and that has a line of sight to roles like yours.