Director, HR Business Partners

iRhythm Technologies, Inc.

2d•$170,000 - $221,000•Remote

About The Position

iRhythm is seeking an experienced Director, HR Business Partners – Commercial & Product to provide strategic Human Resources leadership to its Commercial & Product Management organization, including Sales, Marketing, and Product teams. The role partners with Commercial and Product executives to shape and execute people strategies that support business growth, organizational performance, and an engaging employee experience. The Director leads and develops a team of business-facing HR partners while working as a player-coach, providing direct strategic partnership to senior leaders and guiding the team's business support. The successful candidate combines business acumen, executive-level influence, and broad HR expertise to translate business priorities into practical workforce, talent, leadership, and organizational strategies. The position is remote in the United States, with travel based on location and business needs.

Requirements

BA/BS degree or equivalent professional qualification required.
At least 15 years of progressive Human Resources experience, including significant strategic HR Business Partner experience.
Demonstrated experience leading, coaching, and developing HR Business Partners or similar business-facing HR professionals.
Extensive HR generalist experience and working knowledge of talent management, organizational effectiveness, workforce planning, employee relations, performance, rewards, and change management.
Demonstrated ability to coach, influence, and support executive-level leaders.
Experience developing and implementing people strategies for a Commercial organization, including Sales, Marketing, and Product teams.
Experience supporting sales organizations with commission-based or similar incentive compensation plans.
Experience leading talent reviews, succession planning, organizational design, leadership development, and workforce-planning processes.
Strong understanding of people and organizational requirements in a fast-growing business with a global footprint.
Experience operating in a matrixed environment and partnering with HR Centers of Excellence, HR Operations, Finance, Legal, and business leaders.
Strong business and financial acumen, including the ability to connect people strategies to Commercial priorities and operating results.
Excellent relationship-building, interpersonal, influencing, consulting, and negotiation skills.
Curious and pragmatic problem-solving approach, with empathy, sound judgment, and structured strategic thinking.
Ability to balance strategic leadership with hands-on execution while managing competing priorities and complex projects.
Demonstrated knowledge of and ability to leverage AI tools, such as CoPilot.
Demonstrated ability to lead change and influence outcomes in a complex environment.
Experience in executive coaching, leadership assessment, and team effectiveness.
Excellent written and verbal communication skills.
Intermediate to advanced proficiency with Microsoft Office applications, including Word, Outlook, Excel, and PowerPoint.
Experience with HRIS systems.
Ability to travel based on location and business needs.

Nice To Haves

MBA, master's degree, or other advanced degree preferred.
Workday experience preferred.

Responsibilities

Serve as a trusted advisor and strategic thought partner to executives and leadership teams, building an understanding of Commercial & Product strategy, operating models, workforce, and market environment.
Translate business priorities into integrated people and organizational strategies, and advise leaders on organizational effectiveness, leadership, talent, workforce planning, culture, and change.
Use workforce data, employee insights, and business metrics to identify risks, trends, and opportunities; build partnerships across business functions and HR.
Lead, develop, and enable a high-performing HR Business Partner team; set priorities, expectations, operating rhythms, and success measures.
Act as a player-coach by providing direct strategic support to senior Commercial leaders while guiding the team's day-to-day business partnership.
Coach HR Business Partners in consulting, executive influence, organizational diagnosis, talent strategy, employee relations, and change leadership; allocate resources according to business needs and support team members' professional growth.
Partner with HR Centers of Excellence and HR Operations to provide coordinated support to leaders and employees.
Create and execute talent and workforce roadmaps; identify needed organizational and people capabilities and develop workforce scenarios based on business plans, growth, productivity, and changing capability requirements.
Advise on talent planning, organizational design, and integration activities during mergers and acquisitions; assess workforce and talent gaps and partner with Talent Acquisition on talent pipelines.
Partner with the AI Transformation and Org Design leader on organizational structure, role clarity, spans and layers, team design, and workforce deployment.
Support hiring-readiness for critical roles, including organizational design and role-profile development, with Talent Acquisition and Total Rewards; partner with leaders and Finance on headcount planning and resource prioritization.
Partner with leaders and Learning & Development to strengthen leadership capability, talent pipelines, and organizational performance.
Lead talent reviews and succession-planning processes; identify critical roles, high-potential talent, succession risks, and development priorities, and support development plans for key talent.
Recommend development, coaching, assessment, and team-effectiveness solutions; coach leaders on feedback, performance management, inclusive teams, and leadership effectiveness.
Support internal mobility and career development, and identify ways to strengthen manager capability and accountability.
Diagnose organizational challenges and recommend solutions that improve effectiveness, accountability, collaboration, and execution; use surveys, workforce metrics, and organizational assessments to identify priorities.
Partner with leaders to promote employee engagement and performance excellence, align talent decisions with company culture and business strategy, and guide teams through change, growth, and restructuring.
Connect performance, feedback, talent, and rewards practices; partner with Employee Relations on trends and complex or executive-level situations.
Recommend approaches to attract, retain, recognize, and engage talent; partner with Commercial leaders, Learning & Development, and Total Rewards on annual compensation, performance, and talent processes.
Provide HR guidance on sales compensation and commission-based incentive programs and promote consistent application of company policies and people practices.
Develop people and change strategies for business transformation; assess stakeholder needs, organizational readiness, talent implications, and workforce risks.
Coach leaders on change sponsorship, communication, employee engagement, and adoption; coordinate change initiatives across HR and monitor organizational sentiment and workforce indicators.