Director, HR Business Partner

ORIX Group•Dallas, TX

1d•Hybrid

About The Position

The Director, HR Business Partner serves as the senior strategic people leader for several business units within a diversified financial services and asset management organization. This role operates at the intersection of strategy, organizational design, and leadership advisory – supporting assigned lines of business (LOBs) that have been acquired over time and continue to evolve under a unified parent company. The Director, HRBP will drive integrated HR practices across legacy and newly acquired entities, and serve as a trusted advisor to senior executives navigating growth, transformation, and cultural integration.

Requirements

Bachelor’s degree required
10+ years of progressive HRBP experience
At least 5 years supporting senior executives in financial services, asset management, or similarly regulated industries.
Demonstrated success navigating complex, multi-entity environments – ideally with M&A integration exposure.
Strong business acumen with the ability to influence leaders and drive outcomes in a dynamic, fast-paced environment.
Exceptional communication, relationship-building, and executive coaching skills.
Experience leading or indirectly managing HR teams.

Nice To Haves

Advanced degree or HR certification (SPHR, SHRM-SCP, GPHR) preferred.

Responsibilities

Serve as the senior advisor on high‑risk, sensitive, and precedent‑setting employee matters, ensuring consistency, fairness, and legally sound decision‑making across diverse business environments.
Reinforce Employee Relation frameworks that support a unified parent‑company approach while accounting for the unique histories, risk profiles, and operating styles of acquired entities.
Design and execute reduction‑in‑force strategies, severance programs, and workforce transitions in alignment with legal requirements, enterprise standards, and business objectives.
Provide executive‑level guidance on selection criteria, documentation, communication planning, and risk mitigation to ensure a consistent, compliant, and humane process.
Support the development of a unified culture across legacy and newly acquired businesses, promoting inclusion, accountability, and high performance while honoring each entity’s identity.
Lead or oversee investigations involving senior leaders, regulatory‑sensitive issues, or cross‑entity implications, ensuring thorough documentation, sound judgment, and alignment with enterprise standards.
Coach leaders through difficult conversations, performance challenges, investigations, and organizational changes, building long‑term capability and reducing dependency on HR for routine ER matters.
Partner with Head of HRBP, Legal, and business leadership to proactively identify ER trends, emerging risks, and cultural friction points; implement preventative strategies that reduce exposure and strengthen organizational health.
Ensure HR practices comply with regulatory requirements and internal governance standards.
Monitor HR program effectiveness and implement improvements based on data, feedback, and business needs.
Lead or contribute to enterprise-wide HR initiatives, including policy harmonization, systems integration, and process optimization.
Partner with senior executives across our LOBs to align people strategies with business goals, growth plans, and regulatory expectations.
Serve as a data-driven thought partner, using workforce analytics, talent insights, and industry benchmarks to influence decision-making.
Lead the HR process integration for newly acquired business units, including organizational assessment, integration planning, and change management.
Anticipate human capital risks and opportunities, proactively shaping solutions that support long-term business performance.
Assess organizational structures across legacy and acquired LOBs; recommend operating model adjustments to improve efficiency, scalability, and clarity.
Guide leaders through complex change, including M&A integration, restructuring, workforce planning, and cultural alignment.
Facilitate leadership effectiveness through coaching, feedback, and development planning.
Oversee talent management processes including succession planning, performance management, and leadership development.
Partner with Centers of Excellence (COEs) to deliver enterprise programs in talent acquisition, learning, and compensation.
Identify critical talent gaps across LOBs and collaborate with COEs to design targeted solutions.