Director, HR Business Partner

Labcorp•Durham, NC

1d•Hybrid

About The Position

Labcorp is seeking a Director, Human Resources Business Partner to join their team. This role serves as a trusted advisor to Vice Presidents, aligning people strategies with business objectives. The position translates business priorities, market dynamics, and organizational needs into integrated talent and workforce strategies. The Director will proactively identify business risks, organizational challenges, and talent gaps before they impact performance. They will frame complex business issues, develop clear problem statements, and present practical, data-driven solutions. This role involves constructively challenging leaders while influencing decision-making through insight, credibility, and business acumen. The Director will provide counsel on organizational culture and effectiveness, leadership team performance, workforce planning, and change leadership. They will lead organizational design initiatives that improve efficiency, accountability, scalability, and business performance, evaluating organizational structures, spans and layers, workforce deployment, and operating models to support business goals. Driving workforce planning strategies aligned to growth objectives, productivity goals, and financial plans is key. The role also involves leading VP-level talent reviews and succession planning discussions, and providing executive-level coaching to senior leaders on leadership effectiveness, organizational impact, team dynamics, culture, and talent decisions. Leveraging workforce data, business metrics, and external benchmarks to identify trends and inform decisions is crucial. The Director will develop executive-ready insights that translate complex information into actionable recommendations and utilize AI as a thought partner, integrating AI-enabled tools, technology, and digital capabilities into every aspect of the role to improve impact and decision quality. Leading complex change initiatives and building stakeholder alignment, while partnering closely with HR Centers of Excellence to deliver integrated HR solutions, are also core functions. This is a hybrid role, requiring a minimum of three in-office days per week for those living within 35 miles of Burlington, NC or Durham, NC, with two days working remotely.

Requirements

Bachelor's degree
10 years of progressive HR experience including strategic HRBP experience.

Nice To Haves

Master’s degree in business, Human Resources, Organizational Development, or related field.
SPHR, SHRM-SCP, or comparable certification.
1 or more years' experience in healthcare, life sciences, diagnostics, or regulated industries.
1 or more years' experience advising Vice Presidents in a complex matrixed organization.
1 or more years' experience developing and executing workforce, talent, and organizational strategies that drive measurable business outcomes.
1 or more years' experience leading organizational design, workforce planning, succession planning, and change management initiatives.
Proven ability to influence executive leaders through data, analytics, and business insight.
Strong business and financial acumen.
Exceptional executive communication and stakeholder management skills.
AI-fluency and commitment to continue to build capability in this area.
Strategic and critical thinking that shapes business outcomes.
Strong initiative and ownership with a bias toward action.
Intellectual curiosity and commitment to understanding business dynamics.
Ability to independently identify issues, develop recommendations, and drive solutions.
Executive presence, confidence, and a clear point of view.
Advanced analytical capability and ability to synthesize data into business insights.
Comfort operating in ambiguity and complexity.
Courage to challenge assumptions and influence senior leaders through facts and judgment.
Track record of leveraging technology and AI tools to improve effectiveness and decision-making.

Responsibilities

Serve as a trusted advisor to Vice Presidents, aligning people strategies with business objectives.
Translate business priorities, market dynamics, and organizational needs into integrated talent and workforce strategies.
Proactively identify business risks, organizational challenges, and talent gaps before they impact performance.
Frame complex business issues, develop clear problem statements, and present practical, data-driven solutions.
Challenge leaders constructively while influencing decision-making through insight, credibility, and business acumen.
Provide counsel on organizational culture and effectiveness, leadership team performance, workforce planning, and change leadership.
Lead organizational design initiatives that improve efficiency, accountability, scalability, and business performance.
Evaluate organizational structures, spans and layers, workforce deployment, and operating models to support business goals.
Drive workforce planning strategies aligned to growth objectives, productivity goals, and financial plans.
Lead VP-level talent reviews and succession planning discussions.
Provide executive-level coaching to senior leaders on leadership effectiveness, organizational impact, team dynamics, culture and talent decisions.
Leverage workforce data, business metrics, and external benchmarks to identify trends and inform decisions.
Develop executive-ready insights that translate complex information into actionable recommendations.
Utilize AI as a thought partner, integrating AI-enabled tools, technology, and digital capabilities into every aspect of the role to improve impact and decision quality.
Lead complex change initiatives and build stakeholder alignment.
Partner closely with HR Centers of Excellence to deliver integrated HR solutions.