Director, HR Business Partner

Starz Entertainment•Greenwood Village, CO

About The Position

The Director, HR Business Partner is 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. The role partners with leaders on organizational design, workforce needs, team effectiveness, succession, change readiness, employee engagement, and talent processes. It independently manages employee relations matters, including investigations and recommended actions, and works with HR leadership and Legal on sensitive or high-risk issues. The Director also coordinates with HR, recruiting, learning, compensation, benefits, HRIS, operations, and legal partners to deliver integrated support. Operational responsibilities include overseeing employee lifecycle documentation, employee letters and other employment documents, data integrity, reporting, audits, case records, and compliance documentation. The Director uses workforce and talent data to identify trends and recommend interventions, and seeks opportunities to simplify workflows and improve HR tools and service delivery. This full-time position is associated with STARZ’s Greenwood Village, Colorado office. The estimated starting salary range is $120,000 to $160,000 per year. Full-time employees are eligible for medical, dental, and vision insurance, a 401(k) plan with company match, paid holidays, accrued vacation, sick leave, wellness leave, and a discretionary annual bonus. STARZ also lists tuition reimbursement, including reimbursement up to a graduate degree, and merit increases among its benefits.

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 about 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 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 interpret engagement feedback and prioritize action.
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.
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 assess organizational, cultural, and legal risks associated with proposed actions.
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 consistent and well-supported talent decisions.
Promote internal mobility and career growth by clarifying 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 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.