Director, HR Business Partnering

Great Minds•Washington, DC

4d•$163,000 - $179,000•Remote

About The Position

As the Director, HR Business Partnering you will lead a lean team of HR Business Partners and generalists, while also serving as a strategic HR Business Partner (HRBP) to critical business units. You will be accountable for the overall effectiveness, consistency, and quality of HR Business Partnering across the organization to include setting direction, building capability, and driving disciplined execution of core people processes. You will act as a trusted advisor to senior leaders, guiding organizational effectiveness, talent planning, change enablement, and culture building, while providing hands-on leadership, coaching, and prioritization for the HRBP team. This role also provides oversight of core people policies and HRBP-owned processes, ensuring they are applied consistently, evolve with the business, and balance employee experience with risk management.

Requirements

7+ years of experience in a strategic HRBP, organizational effectiveness, or similar internal consulting/advisory role.
5+ years supervisory/management experience with direct responsibility for hiring, onboarding, motivating, and managing the goals and performance of a team.
Demonstrated experience setting and scaling standards, operating models, or practices across an HR or consulting function.
Proven expertise in coaching, change leadership, talent strategy, and organizational design and effectiveness.
Business acumen and systems thinking skills with the ability to connect people and strategy.
Demonstrated ability to build strong relationships, coach senior leaders, and influence across all levels of the organization—bringing the confidence, resilience, and consultative presence needed to challenge assumptions and guide toward better outcomes.
Experience providing policy development, interpretation, governance, and risk-mitigation in partnership with Legal or Compliance.
Strong analytical and problem-solving skills with experience translating data into actionable insights.
Comfort with ambiguity and change with demonstrated success in a fast-moving, evolving environment.
Adept at advocating for and leveraging modern technology—including HR systems, productivity platforms, and emerging tools like AI—to streamline work, scale impact, and drive innovation.
Bachelor’s degree
A cover letter and resume are required to be considered for this position.
New employees will be required to successfully complete a background check.

Responsibilities

Lead, coach, and develop a team of HR Business Partners and Generalists, setting clear expectations for strategic impact, consultative effectiveness, and execution excellence.
Establish and reinforce standards for HRBP delivery, including consulting approach, documentation, communication quality, and stakeholder management.
Allocate HRBP capacity across the business, balancing strategic initiatives, leader support, and operational needs.
Act as the primary escalation point for complex, high-risk, or enterprise-impacting people matters, partnering closely with Legal and HR COEs to manage risk and evolve policies and practices.
Monitor trends and risks emerging from employee relations cases, engagement data, and leader feedback; recommend proactive interventions or policy updates.
Drive continuous improvement of workflows and processes to reduce friction, clarify ownership, and improve leader and employee experience.
Personally serve as HR Business Partner to designated business units, modeling the expected HRBP approach while balancing enterprise leadership responsibilities.
Serve as a consultative thought partner to senior leaders on workforce planning, organizational structure, and change readiness.
Translate business objectives into people strategies that drive performance, engagement, and growth.
Influence early planning processes and decisions with HR insights and talent implications.
Balance the needs of assigned business units with enterprise priorities, ensuring HRBP decisions and investments align to overall organizational impact.
Coach leaders to elevate effectiveness, navigate complexity, and build high-performing teams.
Equip managers with tools, frameworks, and guidance to solve challenges independently and develop their teams.
Facilitate capability-building sessions that reinforce leadership and managerial growth.
Serve as a sounding board for navigating team dynamics, restructuring, and transitions.
Diagnose structural and capability gaps and lead cross-functional change solutions with leaders, HR COEs, and internal and external partners to ensure adoption and cultural alignment.
Model the use of repeatable tools and systems, to frame decisions, streamline conversations, and increase strategic capacity.
Help business leaders understand and act on employee engagement and sentiment data to strengthen team culture and performance.
Collaborate across HR to align performance and recognition systems with values and business impact.
Enable robust talent planning processes focused on critical roles, succession readiness, and pipeline development.
Bring insights and recommendations based on data and workforce trends to influence planning and investment.