Director, HR Business Partner - Corporate Functions

Circana•,

1d•$119,000 - $190,000•Remote

About The Position

The Director, HR Business Partner serves as the strategic HR Business Partner for Circana’s Corporate Functions organization, partnering with senior leaders across Legal, Finance, Marketing, HR, and Corporate Strategy. Working with the People Generalist HRBP team and Centers of Excellence, the role shapes workforce strategy, talent planning, organizational effectiveness, and leadership capability, ensuring people priorities support business objectives. This is a strategic advisory role rather than a day-to-day HR execution position. The Director partners with executives to anticipate talent needs, strengthen leadership teams, improve organizational effectiveness, and develop capabilities for future business growth. The position calls for influence without authority, sound judgment in ambiguity, data-informed decision-making, and trusted relationships across the organization. It also provides strategic guidance on complex and sensitive employee relations matters, with exceptional discretion and credibility. The role reports to the VP, HRBP for Corporate Functions & Business ATP. It is based in the United States and may be performed remotely.

Requirements

10+ years of progressive Human Resources experience, including significant experience as an HR Business Partner supporting senior leaders and executives.
Strong employee relations expertise, including advising on complex and sensitive matters involving senior leaders and executives.
Understanding of corporate operations and the dynamics of supporting functional, non-revenue-generating teams.
Strong executive presence and sound judgment in handling highly confidential matters with discretion.
Ability to advise senior leaders, navigate organizational complexity, and build trusted relationships that influence business outcomes.
Ability to manage multiple stakeholders and competing priorities effectively.
Inclusive leadership style characterized by humility, courage, and high emotional intelligence.
Strong program management skills and experience leading initiatives from strategy through execution.
Strong foundation in employee relations, performance management, talent development, change management, organizational development, and learning.
Experience with workforce budgeting and financial planning.
Self-starter who demonstrates innovation, resourcefulness, and a continuous improvement mindset.
Advanced proficiency in Excel and PowerPoint.

Nice To Haves

Experience supporting corporate functions such as Legal, Finance, Marketing, HR, Strategy, or similar organizations.
Experience with UKG.

Responsibilities

Advise senior and executive Corporate Functions leaders on talent strategy, succession planning, workforce planning, talent mobility, leveling, and compensation strategy.
Partner with business and HR leadership on initiatives to strengthen engagement, retention, and performance across Legal, Finance, Marketing, HR, and Strategy.
Build talent pipelines and succession plans aligned with future business needs.
Use people data and analytics to inform leadership decisions, encourage accountability, and develop action plans that improve engagement and organizational health.
Coach and enable senior leaders to strengthen their leadership effectiveness and build their teams.
Advise senior corporate leaders on organizational design and restructuring, anticipating future needs as the business evolves.
Partner with business leaders on organizational change approaches and cadence, including change management and integration efforts, and work with Corporate Strategy leadership where relevant.
Research and analyze organizational trends, including HRIS metrics and exit data, to identify insights and inform leadership decisions.
Partner with the People Generalist HRBP team to support consistent global execution of the People Strategy across Corporate Functions.
Develop and maintain trusted relationships with senior corporate leaders as their primary strategic point of contact on people matters.
Maintain close partnerships with finance on budgeting, incremental adds, savings initiatives, and workforce impacts.
Raise emerging issues proactively and offer practical, future-oriented solutions.
Provide strategic counsel on complex and sensitive employee relations matters, partnering with the People Generalist HRBP team and Legal on resolution.
Build confidential relationships that help identify employee relations risks early.
Coordinate closely with Legal on matters involving the supported populations.