Director HR Business Partnership and HR Operations

Odyssey Systems Consulting Group, Ltd.•Beavercreek, OH

9h•Hybrid

About The Position

Odyssey is looking for an experienced, enterprise-minded HR leader to step into a newly designed, high-impact role as Director of Human Resources, Business Partnerships & Operations. This is a meaningful opportunity to help architect how HR shows up across the business during an ambitious period of growth, bringing HR Business Partnering and HR Operations together into a single, scalable organization. As a senior member of Odyssey's HR leadership team, you'll lead a team of HR Business Partners embedded across Odyssey's business groups, provide direction for HR Operations, and serve as a trusted strategic advisor to senior leaders. You'll sit at the intersection of strategy and execution, accountable for driving consistency, compliance, and excellence across both functions while ensuring HR priorities are tightly aligned to Odyssey's long-term business objectives. The ideal candidate is a seasoned HR professional who thinks at the enterprise level while staying close to the people and practices that make organizations run; someone who builds trust through credibility, communicates with clarity, and thrives in environments of transformation and growth. This is a full-time hybrid role, with offices in Wakefield, MA and Dayton, OH, and an in-office expectation of three days per week — Tuesday, Wednesday, and Thursday.

Requirements

Must be a US citizen
Bachelor's degree in Human Resources, Business, Organizational Development or related field. Masters degree in relevant field/MBA is preferred
At least eight (8) to ten (10) years of progressive HR experience including senior-level HRBP roles and leadership/people management experience in managing HRBP roles or teams.
SHRM certifications are preferred
Enterprise HR leadership and strategic judgment
Experience in organizational design and development
Strong operational discipline and execution focus
Strong business acumen
Demonstrated success leading organizations through scale, transformation, or operating-model redesign
Prior people-leadership experience managing HRBPs, HR Generalists, or HR teams
Bring a voice and demonstrate leadership and influence regarding HR practices, utilization of HR tools, priorities, systems and processes
Demonstrate an enterprise mindset
Excellent communication skills with managers and employees at all levels
Executive coaching and influence at senior level
Experience partnering with executive-level leaders and enterprise functions
Ability to balance strategy with hands-on leadership
Trusted advisor with credibility across the business
Build a symbiotic partnership with Odyssey's SLT, sharing insights that shape strategy and ensuring frameworks are executed consistently
Communicate clearly, consistently, and proactively to build trust across HR and business leadership

Nice To Haves

Masters degree in relevant field/MBA is preferred
SHRM certifications are preferred

Responsibilities

Lead the Human Resources Business Partnership function, manage and provide direction to HRBP's across business groups, guidance and management of employee relations, and further strengthening and building the function into a cohesive operating model.
Set clear expectations, objectives, and provide direction on execution and best practice across HRBP roles.
Advise leaders on organizational design, talent strategy, leadership effectiveness, and culture.
Partner with the executive directors and enterprise leaders to support cross-functional alignment and execution.
Lead and develop HR Business Partners providing day-to-day HR support to specific business groups
Ensure consistent, high-quality execution of performance management, employee relations, workforce planning, and talent processes.
Drive clarity on roles and overall execution, understanding escalation paths, and problem solving and escalation on people related matter between HRBPs and the business group leaders
Partner closely with Training and Development, Talent Acquisition, Total Rewards, and HR Operations to ensure frameworks are practical, scalable, and consistently deployed.
Use workforce data, HR metrices, and talent analytics to inform priorities and improve HR impact.
Leverage advanced people analytics and market intelligence to inform strategic workforce decisions and anticipate future needs.
Look to continuously refine the HR business partnership model when deemed necessary to improve efficiency and effectiveness, trust, and overallemployee experience.