Baltimore

Amtrak•Wilmington, DE

7d•$163,000 - $211,140•Onsite

About The Position

The Director, HR Business Partner (HRBP) Corporate acts as a strategic partner, embedding HR strategy into the business objectives of assigned departments. The role provides professional consultative HR guidance and support to internal client groups to add business value, align HR strategy, and address organizational gaps. In collaboration with leaders, the Director prioritizes people solutions that advance business plans through talent management and succession planning, rewards and recognition, organizational effectiveness, compensation strategy, and workforce planning. The position requires proficiency in serving as a strategic partner to executive and senior-level leaders while supporting employees at all levels. The Director supports various corporate departments under the leadership of the Senior Director HR Business Partner for Corporate functions. The role may be based in Wilmington, Delaware; Philadelphia, Pennsylvania; Washington, DC; or Baltimore, Maryland.

Requirements

Bachelor’s degree or equivalent combination of education, training, and/or relevant experience.
At least 11 years of relevant work experience.
Strategic thinking, sound judgment, and the ability to advise, analyze risks, and solve problems.
Strong business acumen and ability to connect and interpret business strategies.
Ability to deliver results in dynamic and ambiguous environments with a proactive sense of urgency.
Understanding of how HR initiatives support business growth plans.
Expertise in organization development, change management, performance improvement, coaching, organizational design, talent assessment, and strategic workforce planning.
Ability to build effective relationships across all levels of management and staff.
Ability to negotiate, influence, and persuade business leaders and foster collaboration.
Ability to advise on empowering people and applying sound management practices to enhance employee engagement and effectiveness.
Ability to use data analysis to identify trends and formulate recommendations.
Clear and influential verbal and written communication, executive presence, and interpersonal skills.

Nice To Haves

Bachelor’s degree or equivalent combination of education, training, and/or relevant experience.
At least 13 years of relevant work experience.

Responsibilities

Help business leaders identify, prioritize, and build organizational capabilities, behaviors, structures, and processes that contribute to business strategy.
Support leaders in forecasting and planning talent pipeline requirements in line with functional or business strategy.
Identify strategic talent needs, risks, and gaps, and support individual development using talent management tools and resources.
Foster a strong leadership and coaching culture, enabling managers to take increasing responsibility for employee performance and development.
Facilitate workforce planning activities to deliver business objectives.
Analyze trends and metrics and develop solutions, programs, and policies in cooperation with Centers of Excellence.
Develop and advise on employee engagement plans, retention plans, and initiatives targeting high-potential employees and critical roles.
Partner with Centers of Excellence to address employee relations issues while ensuring a balanced perspective.
Understand organizational structure and recommend changes as business needs evolve.
Drive integration of the performance management philosophy into strategic business goals and plans.
Serve as a trusted advisor and coach to business leaders, explain the implications of business decisions, and appropriately challenge decisions from business, culture, human capital, legal, and risk-management perspectives.
Work with the cross-functional HR team on projects focused on continuous improvement of HR services and delivery.
Identify and assess the need for change initiatives and consult on the impact of process-improvement initiatives.
Execute Human Resources initiatives and activities across the corporation and for specific clients to ensure consistency and meet strategic deliverables.
Use metrics and statistics, including turnover, compliance, succession, and engagement survey data, to recommend ways to enhance organizational effectiveness.