Director, HR Business Partner

Boldyn Networks•Irvine, CA

7d•$185,000 - $200,000

About The Position

The Director, HR Business Partner leads strategic HR partnership for assigned U.S. client groups, manages HRBP team members, and advises executives and business leaders. The role provides functional leadership across the U.S. HRBP operating model, focuses HRBP resources on strategic, organizational, executive-level, and elevated-risk matters, and supports consistent, defensible people decisions. The Director may represent the Chief People Officer, U.S. in designated forums or on specifically delegated matters. The position leads organization design and workforce strategy, complex transformations, talent and succession processes, sensitive employee relations matters, and enterprise People initiatives. It uses business and People data to inform recommendations and measure outcomes, and partners with HR Operations, Legal, Centers of Expertise, and other People teams to ensure effective service delivery and implementation.

Requirements

12+ years of progressive HR experience, including substantial HR Business Partner experience and increasing leadership responsibility.
Bachelor’s degree in Human Resources, Business Administration, or a related discipline, or equivalent relevant experience.
Demonstrated experience directly advising C-suite executives and senior leadership teams.
Proven people-management experience, including developing HR Business Partners or comparable HR professionals.
Experience operating within a shared services, tiered support, or Center of Expertise model and maintaining clear service and escalation boundaries.
Demonstrated success leading complex, multi-function or multi-site organizational change, including restructures, integrations, reductions in force, or operating-model changes.
Advanced organization design, strategic workforce planning, succession, talent, and change management experience.
Advanced employee relations and employment-risk expertise, including complex investigations, executive-level matters, terminations, and partnership with counsel.
Deep knowledge of U.S. employment law and HR best practices in a multi-state environment.
Ability to interpret financial and operating information and translate it into workforce implications and recommendations.
Strong People analytics capability, including problem diagnosis, development of options, executive recommendations, and measurement of outcomes.
Advanced communication, facilitation, and executive presence, with the ability to simplify complexity and influence action.
Intermediate proficiency with Workday, ServiceNow, Microsoft tools, and Copilot.

Nice To Haves

An advanced degree and/or SHRM-SCP, SPHR, or comparable certification.
Experience supporting M&A due diligence, integration, or significant workforce transition work.

Responsibilities

Directly manage the People and Employee Relations Partner and assigned HR Business Partners, including work allocation, capability development, performance management, escalation quality, and consistent use of the HR service model.
Provide functional leadership for the U.S. HRBP model and informal leadership across the U.S. People team; coordinate partners to resolve cross-functional issues and opportunities.
Lead and reinforce the Tier 3 HRBP model, directing HRBP capacity toward strategic, organizational, executive-level, and elevated-risk matters.
Establish handoffs with the Service Hub, People and Employee Relations Partner, HR Operations, Legal, and Centers of Expertise; monitor recurring themes, escalation quality, and service-model effectiveness.
Build HRBP and People Partner capability through coaching, feedback, shared tools, case calibration, and decision frameworks.
Serve as the primary strategic People advisor to assigned executives, senior leaders, and leadership teams.
Understand assigned business models, financial priorities, operating performance, customer requirements, and workforce cost drivers; translate business priorities into workforce, organization, talent, leadership, and culture strategies.
Provide candid, data-informed counsel on people implications, tradeoffs, precedent, risk, capability, capacity, cost, and employee experience; anticipate talent and organizational needs and mobilize resources.
Represent the Chief People Officer, U.S. in designated forums and undertake specifically delegated responsibilities.
Lead organization design and operating-model work addressing structure, spans and layers, decision rights, role clarity, leadership capacity, capabilities, workforce cost, and implementation risks.
Assess headcount requests and distinguish capacity or capability gaps from process, prioritization, accountability, or role-design issues.
Partner with leaders on workforce, staffing, succession, and retention plans aligned with business strategy and sustainable growth.
Lead the People workstream for restructures, integrations, reductions in force, leadership transitions, and operating-model changes; establish change governance, decision rights, sequencing, workforce impact assessments, communications, risk controls, and adoption measures.
Lead or coordinate People activities for M&A due diligence, integration planning, workforce assessment, organization design, employee communications, and post-close stabilization.
Advise leaders on workforce, role, and skill implications of AI adoption and new ways of working.
Lead talent reviews, succession planning, performance calibration, and critical-talent risk discussions; challenge succession plans and monitor development, readiness, retention, and contingency actions.
Advise executives on leadership-team effectiveness, role clarity, decision-making, accountability, succession depth, and capability gaps; coach leaders on complex talent decisions and difficult conversations.
Partner with leaders and Centers of Expertise to turn capability needs into targeted development actions; lead annual performance and compensation review cycles and facilitate fair, consistent, business-aligned outcomes.
Provide senior oversight and decision support for highly complex, sensitive, executive-level, or precedent-setting employee relations matters.
Determine investigation strategy and ownership; partner with Legal and outside counsel as appropriate; review findings and recommendations; and ensure responses are consistent, defensible, and timely.
Advise senior leaders on elevated performance matters, termination-adjacent decisions, policy exceptions, and material legal, financial, employee-relations, or reputational risks.
Provide governance and business input on U.S. People policies, standards, and precedent-setting decisions; ensure compliance with applicable employment requirements and coordinate responses to audits, agency matters, or legal claims.
Use business and People data to identify workforce, talent, engagement, performance, and organizational risks and opportunities; quantify risks, present recommendations, and measure the impact of People interventions.
Monitor agreed actions and outcomes, adjust plans as needed, and represent business needs to HR planning and Centers of Expertise.
Partner with HR Operations, Rewards, and process owners to ensure business decisions are accurately translated into Workday and downstream transactions.
Own significant U.S. People projects and enterprise initiatives, establishing scope, governance, stakeholder alignment, milestones, risks, and measurable outcomes.
Identify and implement HR best practices, operating improvements, and scalable approaches that improve organizational effectiveness and employee and leader experience.
Co-develop and facilitate leadership workshops, team-effectiveness sessions, talent discussions, and change interventions.
Build partnerships across the global People team and represent U.S. priorities and risks in global programs and decisions.
Maintain confidentiality and professional judgment when handling sensitive business and employee information.