Director, HR Business Partnership & Talent Transformation

IntegriChain • Philadelphia, PA

12d • Onsite

About The Position

The Director of HR Business Partnership is a strategic and hands-on leader responsible for advancing the company’s talent transformation agenda in a high-growth, evolving organization. This role connects business strategy and people execution - translating organizational priorities into scalable talent practices that drive performance, accountability, and growth. Leading a small team of HR Business Partners, this individual partners closely with senior leaders to evolve performance management, embed a pay-for-performance philosophy, and enable workforce upskilling. They operate as a player-coach, balancing strategic leadership with hands-on execution to ensure initiatives are not only well-designed but also effectively executed and sustained. This role also serves as a senior HR leader, stepping in to lead critical initiatives, manage escalations, and provide senior-level decision support across the HR function. Success requires comfort with ambiguity, a bias for action, and the ability to drive progress in parallel across multiple priorities .

Requirements

• 8–12+ years of progressive HR experience, including HRBP leadership in transformation environments
• Demonstrated success driving talent transformation (performance management, pay-for-performance, org design)
• Strong expertise in organizational design, job architecture, workforce planning, and compensation strategy
• Experience building, implementing, and scaling HR processes in high-growth and/or PE-backed organizations
• Proven ability to influence senior leaders with credibility and strong business acumen
• Experience building and facilitating talent assessment and calibration processes (e.g., 9-box or equivalent)
• Track record of leading organizations through change and driving adoption of new talent practices

Nice To Haves

• Experience in technology and/or SaaS environments preferred
• Experience with Lattice strongly preferred
• Familiarity with LMS platforms and digital learning ecosystems
• Exposure to AI-enabled HR tools and process automation highly desirable

Responsibilities

• Strategic HR Partnership & HR Leadership
• Serve as a trusted advisor to senior leaders, driving organizational effectiveness and talent strategy
• Translate business priorities into actionable HR initiatives with measurable outcomes and visible business impact
• Partner with leadership on talent retention, engagement, and performance acceleration
• Serve as a senior HR leader and escalation point, making high-quality, timely decisions on complex people matters; provide guidance and leadership cross-functionally within our internal team
• Member of the SLT (Senior Leadership Team) within the organization – providing key input in meetings and bringing business updates back to the internal team
• Talent & Performance Transformation
• Design, build, and operationalize the evolution of performance management practices that drive accountability, performance, and growth
• Personally lead initial builds (frameworks, tools, training, processes) and scale them through the team
• Embed a pay-for-performance culture, ensuring clear linkage between outcomes and rewards
• Support enterprise-wide upskilling initiatives to future-proof critical roles and leadership capability
• Organizational Design & Job Architecture
• Lead organizational design efforts including, operating model evolution, workforce planning, and role clarity initiatives
• Implement scalable job architecture frameworks (leveling, career paths, role definitions)
• Translate business strategy into practical org design decisions (spans/layers, role scope, capability needs)
• Align talent structures to support growth, efficiency, and operating model evolution
• Compensation & Rewards
• Advise leadership on compensation strategy, balancing market competitiveness with internal equity
• Guide promotion, merit, and pay decisions aligned to performance and business priorities
• Partner with People & Culture team members to reinforce a differentiated rewards philosophy
• Process Design & Operational Excellence
• Design and implement scalable HRBP processes that improve consistency, transparency, and impact; balancing rigor with speed in a scaling environment
• Drive operational rigor across talent programs, including performance cycles, calibration, and workforce planning
• Establish a cadence of business reviews (e.g., QBRs) leveraging talent data and insights and helping leaders to plan for their talent needs
• Change Leadership & Transformation
• Lead enterprise change initiatives, ensuring adoption of new talent practices and ways of working
• Develop and execute change and communication strategies that drive clarity and buy-in
• Identify organizational friction points and proactively drive improvements
• Balance speed with sustainability, delivering progress while building long-term capability
• HRBP Team Leadership
• Lead, coach, and develop a high-performing HRBP team
• Set clear expectations for strategic partnership, execution, and responsiveness
• Foster a culture of accountability, continuous improvement, and pragmatic problem-solving
• Ensure hands-on, high-quality support for leadership and employee relations matters

Benefits

• Excellent and affordable medical benefits + non-medical perks including Student Loan Reimbursement, Flexible Paid Time Off and Paid Parental Leave
• 401(k) Plan with a Company Match to prepare for your future
• Robust Learning & Development opportunities including over 700+ development courses free to all employees

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed
• Number of Employees: 251-500 employees