Director, HR Business Partner

Learning Care Group•Novi, CA

About The Position

The Director, Human Resources Business Partner (West) serves as the primary strategic HR partner to the SVP, Schools and the division leadership team for Learning Care’s field and school organization. The role translates business priorities and workforce insights into an integrated people strategy to strengthen organizational performance, leadership capability, talent readiness, engagement, and retention. It leads coordinated HR support across the division while balancing enterprise priorities with the operational needs of a complex, geographically dispersed field organization. The Director advises senior leaders on organizational effectiveness, workforce and talent planning, leadership, culture, and workforce risk; coaches leaders and coordinates HR support; and leads division execution of key talent and change initiatives. The role partners with Employee Relations, HR Centers of Excellence, and company stakeholders to address complex or high-risk employee relations matters and ensure appropriate policy interpretation and regulatory compliance. The position requires approximately 20% travel, including occasional overnight travel, as business needs require.

Requirements

Bachelor’s degree from an accredited college or university in Human Resources, Business Administration, Organizational Development, or a related field.
At least 10 years of progressive Human Resources experience, including at least 7 years in a strategic HR Business Partner, business-facing consulting, or comparable advisory role.
3–5 years of people leadership experience.
Demonstrated success advising SVP and VP leaders and developing people strategies with measurable outcomes in organizational effectiveness, talent management, leadership capability, engagement, retention, and business performance.
Experience supporting complex, multi-site or geographically dispersed operations and diverse employee populations, adapting HR practices across varying levels of organizational maturity.
Deep knowledge of federal employment laws and experience navigating multi-state employment requirements, complex employee relations matters, investigations, policy interpretation, and workforce risk.
Broad expertise across organizational design and effectiveness, talent and succession management, leadership development, inclusion and impact, employee relations, total rewards, talent acquisition, engagement, and change management.
Executive presence, credibility, sound judgment, relationship-building skills, confidentiality, ability to navigate ambiguity, constructive challenge, and influence at all levels.
Strong business and financial acumen and ability to connect HR and talent strategies to operational priorities, employee experience, growth, service, and financial outcomes.
Advanced consulting, coaching, facilitation, conflict-resolution, and influencing skills; ability to operate strategically and tactically.
Ability to design and lead change initiatives with a focus on sustained adoption.
Strong analytical and systems-thinking skills, including interpreting workforce data and business metrics, identifying root causes, and making executive-level recommendations.
Collaborative work style and enterprise mindset, with success building cross-functional partnerships, aligning competing priorities, and leading strategic initiatives with disciplined execution and accountability.
Exceptional written and verbal communication skills and ability to tailor messages and recommendations to executive, operational, and HR audiences.
Proficiency with HR information systems, workforce analytics and case management tools, and Microsoft Office applications.
Ability to travel as business needs require, expected to be approximately 20%, including occasional overnight travel.
Excellent customer service skills with internal and external customers.
Ability to work with frequent interruptions and changing priorities.
Effective written, verbal, and interpersonal communication skills.
Proficient time management and organizational skills and ability to meet established deadlines.

Nice To Haves

Advanced degree preferred.
Preferred experience leading talent strategies for hourly and frontline workforce.
Direct labor relations and union negotiation experience strongly preferred.
SPHR, SHRM-SCP, or equivalent strategic HR professional certification preferred.

Responsibilities

Serve as the primary strategic HR partner to the SVP, Schools and division leadership team, aligning people strategy with division objectives and Learning Care’s strategic vision.
Advise senior leaders on organizational effectiveness, structure, leadership, culture, workforce risk, capability gaps, and talent gaps; recommend scalable solutions.
Develop and execute workforce, succession, retention, labor, and talent plans to strengthen leadership readiness, critical talent pipelines, engagement, financial growth, and business continuity.
Coach senior leaders individually and collectively to improve leadership effectiveness, team performance, accountability, talent development, and decision-making.
Lead and coordinate HR support across the division, direct assigned HR Business Partner resources, and partner with Employee Relations and HR Centers of Excellence to deliver consistent, integrated solutions.
Use workforce data, business metrics, employee insights, case trends, and external benchmarks to identify risks and opportunities, determine root causes, and influence informed action.
Lead division execution of workforce planning, performance management, succession planning, talent reviews, leadership development, and engagement processes.
Provide change leadership for major business and HR initiatives, building stakeholder alignment, clear communication, adoption, and sustained results.
Partner with Employee Relations, Total Rewards, Finance, Safety, Legal, and other stakeholders to identify, escalate, mitigate, and resolve complex or high-risk employee relations matters while ensuring appropriate policy interpretation and regulatory compliance.
Represent HR in division and cross-functional leadership forums, communicate workforce priorities, risks, and recommendations, embed inclusive and people-forward practices, and lead strategic projects as assigned.
Perform other duties as assigned.

Benefits

Company performance-based Support Central bonus program.
Medical, dental, and vision benefits.
Healthcare and dependent care flexible spending accounts (FSAs).
Life insurance and disability benefits.
Accident, critical illness, and hospital indemnity coverage.
Pre-paid legal, pet insurance, and identity theft protection.
401(k) retirement plan eligibility after 30 days of employment, with company match on elective deferrals after one year of employment.
Education assistance, including tuition reimbursement.
Childcare discount available to all employees.
Corporate partner discounts.
Flexible Paid Time Off (PTO), with no set accrual for vacation or sick time; employees may use it for any reason, consistent with the Colorado Healthy Families Work Act.