Director, HR Business Partner

Medica • Madison, WI

3d • Hybrid

About The Position

The Director-Level HR Business Partner provides strategic partnership to senior leaders (SVPs and VPs) across 1-3 divisions, addressing high-complexity organizational, talent, and workforce challenges. This role brings enterprise-level diagnostic capability, leads large-scale org and change initiatives, advises on significant ER risk, and co-creates HR solutions with COEs for broad impact. Performs other duties assigned.

Requirements

• Bachelor’s degree in a related field or an equivalent combination of education and experience
• 10+ years of progressive HR experience, including strategic HRBP roles
• Strong background in organizational design, change management, and enterprise transformation

Nice To Haves

• PHR, SPHR, or Master's Degree
• Experience operating effectively in a fast-paced, accountable, and growth-oriented environment
• Demonstrated success designing and executing integrated people strategies that align organization, capabilities, and culture to drive business outcomes
• Proven ability to influence, prioritize, and sequence enterprise HR initiatives, including partnering with Centers of Excellence (COEs) to align solutions with business readiness, change capacity, and timing
• Track record of translating COE programs into practical, business-aligned execution plans, ensuring adoption and measurable impact
• Strong enterprise mindset with the ability to balance competing priorities and drive alignment across HR and business leaders
• Demonstrated success influencing senior leaders, combining strategic insight, data, and people expertise to drive outcomes
• Proven ability to strengthen leadership teams through coaching, counsel, and leadership development support for senior executives

Responsibilities

• Shape Divisional People Strategy: Partner with senior leaders to set divisional people priorities aligned to business outcomes, culture, and workforce strategy.
• Participate in strategic decision-making and ensure people implications (talent, structure, capability, risk) are embedded in business plans.
• Consult on executive compensation and market positioning by interpreting market data and internal equity dynamics, in partnership with Total Rewards.
• Support the design and implementation of special incentive programs aligned to divisional goals.
• Co-create scalable people programs with COEs to ensure enterprise alignment while meeting divisional needs.
• Provide Advanced Consulting & Coaching: Challenge and develop senior leader thinking; elevate leadership maturity, decision quality, and accountability.
• Facilitate complex leadership and team dynamics, including role clarity, decision rights, and operating norms.
• Diagnose complex organizational issues using enterprise frameworks (org health, performance patterns, engagement drivers, operating model misalignment).
• Influence leaders through data-driven insights, clear narrative framing, and practical pathways to action.
• Lead Organizational Effectiveness & Workforce Planning: Design and lead large-scale reorganizations, workforce planning, and operating model improvements.
• Improve cross-functional ways of working and support enterprise initiatives at the division level.
• Partner deeply with IDEA and L&D to embed capability-building and inclusion into operating rhythms.
• Advise on High Risk ER & Organizational Impact: Advise senior leaders on high-risk employee relations matters and potential litigation exposure in partnership with Employee Relations and Legal.
• Assess organizational and cultural impact of ER decisions and leader actions.
• Identify systemic risk patterns and recommend preventive interventions to reduce future exposure.
• Drive Integrated Talent, Change & Analytics: Lead strategic change initiatives across multiple divisions; develop change strategies, coach senior leaders, and drive adoption.
• Shape divisional talent strategy to ensure bench strength for Director and VP roles and meaningful succession depth.
• Lead talent calibration discussions with a strong point of view; align development actions to business and capability needs.
• Leverage workforce and engagement analytics to inform strategic decisions related to capacity, skills, retention risk, and performance.
• Translate analytics into insights that shape decisions, priorities, and trade-offs - not just reporting trends.

Benefits

• competitive medical, dental, vision, PTO, Holidays, paid volunteer time off, 401K contributions, caregiver services and many other benefits
• Annual salary range placement will depend on a variety of factors including, but not limited to, education, work experience, applicable certifications and/or licensure, the position's scope and responsibility, internal pay equity and external market salary data.
• this position may be eligible for incentive plan compensation in addition to base salary.

What This Job Offers

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