Director, HR Business Partner

Starz • Greenwood Village, CO

6d • $120,000 - $160,000

About The Position

The Director, HR Business Partner serves as the primary HR partner for assigned client groups, supporting employees below the Vice President level. Working closely with people leaders, the Director translates business priorities into practical people strategies and advises on employee relations, performance management, workforce planning, organizational effectiveness, talent development, compensation, and change.

The role combines strategic partnership with hands-on execution in a lean HR function. The Director independently handles complex matters, identifies emerging workforce trends, and builds trust through accessibility, responsiveness, and fair, consistent application of company practices.

Requirements

• Bachelor’s degree or an equivalent combination of education and relevant experience.
• Eight or more years of progressive human resources experience, including substantial HR business partner experience supporting leaders and a broad employee population.
• Demonstrated experience independently managing complex employee relations, workplace investigations, performance management, corrective action, and separations.
• Experience partnering on organizational design, workforce planning, talent reviews, and change management, with the business acumen to connect workforce decisions to operational goals.
• Working knowledge of employment practices and HR compliance requirements, with sound judgment on when to involve HR leadership, Legal, or other specialists.
• Ability to balance strategic advisory work with high-volume operational execution and follow-through in a lean, fast-paced environment.
• Strong judgment, discretion, and confidence handling sensitive and confidential matters.
• Strong coaching and communication skills, with the ability to influence and collaborate with employees, managers, and senior leaders across functions and locations.
• Ability to use quantitative and qualitative information to identify trends, frame recommendations, and influence decisions.

Responsibilities

• Build trusted relationships with leaders and employees and understand client groups’ business priorities, operating challenges, and talent needs.
• Advise leaders on organizational design, workforce planning, headcount, role clarity, team effectiveness, succession, and change readiness.
• Coach leaders on performance expectations, feedback, team dynamics, and decision-making.
• Partner with leaders on reorganizations, leadership transitions, policy updates, and other workforce actions, including communications, implementation plans, manager guidance, and employee support.
• Bring employee and leader perspectives into business discussions and help leaders interpret engagement feedback and prioritize actions.
• Coordinate with Talent Acquisition, Learning and Development, Compensation, Benefits, HRIS, Legal, and other partners to deliver integrated HR support.
• Independently manage employee relations matters from intake through resolution, including assessment, investigations, findings, and recommended actions, remaining impartial throughout.
• Partner with HR leadership and Legal on high-risk, sensitive, or precedent-setting matters and escalate appropriately.
• Guide leaders through performance concerns, corrective action, performance improvement plans, attendance issues, accommodations, and separations, ensuring decisions are supported and documented.
• Help leaders weigh organizational, cultural, and legal risks of proposed actions alongside immediate issues.
• Apply HR policies and employment standards consistently, and flag gaps, exceptions, and emerging risks with recommended actions.
• Prepare and review case notes, investigation materials, corrective action notices, separation materials, and other sensitive employee documents.
• Partner with Talent Acquisition and hiring leaders on workforce needs, role scoping, job level, selection strategy, and offer alignment.
• Facilitate performance review, goal-setting, calibration, compensation, promotion, and succession processes, guiding leaders toward consistent, well-supported talent decisions.
• Promote internal mobility and career growth by helping leaders and employees clarify role expectations, levels, and growth paths.
• Support onboarding and early-tenure success through manager guidance, employee check-ins, and prompt resolution of integration concerns.
• Work with Learning and Development to identify capability gaps and manager training needs.
• Ensure employee lifecycle changes—including hires, transfers, promotions, manager changes, reorganizations, leaves, and exits—are accurately documented and completed with HR Operations and HRIS.
• Prepare or oversee employee letters, agreements, job requisitions, position updates, and separation documents for assigned client groups.
• Partner with HRIS and HR Operations on data integrity, position management, reporting, and audits.
• Use headcount, turnover, employee relations, engagement, and performance data to identify trends, anticipate workforce implications, and recommend targeted interventions.
• Maintain case and compliance documentation in accordance with internal policies, controls, and confidentiality requirements.
• Identify opportunities to simplify HR workflows, document standard operating procedures, and improve templates, tools, and service delivery.

Benefits

• Medical, dental, and vision insurance.
• 401(k) retirement plan with company match.
• Approximately 20 paid company holidays annually.
• Accrued vacation time, with accrual rates scaling and capped based on tenure.
• 80 hours of front-loaded sick leave each year.
• Five days of front-loaded wellness leave each year.
• Eligibility for a discretionary annual bonus, with a target percentage determined by role level; actual payout is not guaranteed.
• Merit increase.
• Tuition reimbursement up to a graduate degree.

What This Job Offers

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