Director, HR Business Partner (Seattle)

QXO • Seattle, WA

2d

About The Position

The Director, HR Business Partner (HRBP) for IT, Technology, and Infrastructure serves as a strategic advisor to senior technology and infrastructure leaders. Aligning people strategy with business priorities in complex, fast‑evolving environments. This role is a hands-on, data-driven partner who influences organizational design, workforce planning, leadership capability, and transformation initiatives to enable long-term scalability and operational excellence. This is not a traditional HR support function.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree strongly preferred.
• 10-12 years of progressive HR leadership experience, including senior-level partnership.
• 5+ years of supporting technical executives, understanding technical teams complexity, and experience with high-growth engineering organizations.
• Experience supporting engineering, product, or infrastructure organizations (Agile, DevOps, SRE environments).
• Understanding of competitive technical talent markets and hiring strategies.
• Experience supporting organizations undergoing significant transformation (e.g., ERP implementations, scaling, or operational change).
• Ability to operate effectively in high-growth, ambiguous, and fast-paced environments
• Demonstrated ability to operate as a strategic partner to executive leadership, with a track record of influencing difficult decisions.

Responsibilities

• Partner with CIO, CTO, and Supply Chain leadership to translate business and technology strategies into actionable people plans, aligning workforce strategy to product roadmaps, infrastructure priorities, and operational goals.
• Develop and execute a multi-year people strategy aligned to enterprise objectives, growth targets, and operational priorities.
• Partner with executive leadership to drive organizational design, workforce optimization, succession planning, and leadership capability development.
• Leverage advanced HR analytics and predictive workforce data to inform executive decision-making and improve business outcomes.
• Provide a clear point of view and challenge senior leaders to drive accountability, organizational effectiveness, and talent outcomes.
• Lead large-scale change initiatives including restructuring, acquisitions, integrations, workforce realignment, and operating model transformation.
• Drive continuous improvement of talent systems, performance frameworks, and leadership accountability standards.
• Identify organizational capability gaps and implement enterprise-aligned solutions to strengthen leadership bench strength and succession depth.
• Build and lead scenario-based workforce planning tied to investment strategy, cost optimization, and roadmap delivery.
• Partner with business and finance leaders to inform build vs. buy vs. outsource workforce decisions.
• Partner cross-functionally with Operations, Finance, Legal, and Corporate HR Centers of Excellence (Total Rewards, Talent Acquisition, HR Ops, Learning & Development) to ensure cohesive execution of strategic initiatives.
• Architect and lead comprehensive regional talent strategies encompassing acquisition, development, engagement, retention, and succession.
• Champion executive and high-potential leadership development initiatives in partnership with corporate Learning & Development teams.
• Elevate performance management systems to drive accountability, high performance, and measurable business impact.
• Ensure diversity, equity, inclusion, and belonging strategies are embedded into talent systems and leadership expectations.
• Shape and reinforce a high-performance, people-centric culture aligned with enterprise values.
• Translate employee engagement insights into executive-level actions that improve retention, productivity, and morale.
• Provide executive communications support during change initiatives and strategic rollouts.
• Lead and advise on complex employee relations matters, balancing business needs.

Benefits

• Base pay range: $189,000 - $220,000
• Annual performance bonus
• Long term incentive (equity/stock)
• 401(k) with employer match
• Medical, dental, and vision insurance
• PTO, company holidays, and parental leave
• Paid Time Off/Paid Sick Leave: Applicants can expect to accrue 15 days of paid time off during their first year (4.62 hours for every 80 hours worked) and increased accruals after five years of service.
• Paid training and certifications
• Legal assistance and identity protection
• Pet insurance
• Employee assistance program (EAP)

What This Job Offers

• Job Type: Full-time
• Career Level: Director