Director, HR Business Partner

Starz•Los Angeles, CA

5d•$150,000 - $170,000

About The Position

The Director, HR Business Partner supports staff-level employees across the organization (all roles below Vice President), partnering closely with managers and directors to identify, develop and implement talent strategies. This role blends strong day-to-day HR partnership with hands-on execution in a lean HR function—owning employee relations, performance guidance, and core talent processes, while also supporting key administrative workflows.

Requirements

8+ years of progressive HR experience, including substantial HRBP work.
Demonstrated experience supporting a broad employee population (exempt and non-exempt preferred) in a fast-paced, corporate environment.
Strong business acumen and solid skills in employee relations, performance management, coaching, and HR documentation.
Comfortable balancing high-touch employee support with operational follow-through and administrative tasks.
Strong judgment, discretion, and ability to handle sensitive matters appropriately.
Working knowledge of HR compliance basics and employment practices; ability to escalate thoughtfully.
Ability to collaborate with employees at all levels.
Possess high level of curiosity and strong critical thinking skills.
Bachelor’s degree or equivalent experience required

Nice To Haves

HR certification a plus

Responsibilities

Serve as the primary HR partner for assigned client groups and staff-level employees (non-VP population).
Coach people leaders on performance expectations, feedback, team dynamics, and day-to-day people decisions.
Provide guidance on HR policies, processes, and best practices; ensure consistent application across teams.
Partner with business leaders on organizational design, workforce planning, and headcount management.
Build trusting relationships with employees and leaders; act as a reliable point of contact for HR support.
Coordinate with shared services teams to ensure the effective delivery of HR programs and services.
Leverage understanding of key drivers of the business to achieve effective HR solutions aligned to organizational goals.
Manage employee relations issues, including intake, documentation, investigations (as needed), and resolution, partnering with HR leadership and Legal when appropriate.
Guide managers through performance conversations, corrective action, performance improvement plans, and terminations.
Help identify trends in engagement, turnover, or performance and recommend practical interventions.
Partner with Talent Acquisition and hiring managers to support recruiting for staff-level roles: role scoping, interview and feedback process, , and offer alignment.
Support onboarding for new hires, including manager guidance (as needed) and employee check-ins to drive early success.
Contribute to performance review cycles, calibration support, and development planning below VP level.
Promote internal mobility and career development by helping clarify levels, expectations, and growth paths.
Manage and execute employee lifecycle changes (job changes, transfers, promotions, manager changes, exits) with accurate documentation and system updates.
Ensure employee data is accurate in Workday by submitting job changes, position updates, and terminations and auditing employee data.
Generate letters and other documentation, such as case notes, performance improvement plans, corrective action notices, relocation letters, and other documents in alignment with internal templates and processes.
Ensure exit process is completed, including sending exit packets.
Submit employment, severance, and retention agreement requests to legal, circulating for execution, and updating systems with agreement terms, such as one-time payment requests and agreement tracking.
Follow internal policies and controls around handling employee data and documents and ensuring employee files are updated.
Submit job requisitions to Talent Acquisition.
Ensure position management in Workday is updated through regular auditing and updating position details.
Partner with HRIS on metrics and reporting (headcount, turnover, case logs, trend analysis, etc.) for client groups and leadership to create actionable insights.
Partner with HRIS on opportunities to streamline workflows, update SOPs, and improve templates/tools.
Partner closely with the Learning and Development team to support engagement initiatives, assess employee/manager training needs, identify opportunities for broader skill development needs/gaps.
Assist with organizational changes (team shifts, new people leaders, policy updates) by helping leaders communicate clearly and implement smoothly.
Model company values and help foster an inclusive, respectful workplace.