Director, HRBP

Tanium•Durham, NC

13h

About The Position

Tanium is seeking an experienced Director, HRBP to serve as a strategic people partner to senior leaders of a major business function. The role advises executives on organization design, talent, performance, and change, and resolves complex and sensitive people issues. The Director shapes the people strategy for the organization, sets a high standard for HRBP practice, and contributes at both strategic and hands-on levels, with an emphasis on strategy. This position reports to the VP, Human Resources. The Director partners with executive leadership to anticipate people implications of business decisions and design and deliver solutions in areas such as strategic planning, organizational design, change management, team building, talent planning, coaching, employee engagement, and compensation and rewards. The role uses people metrics and data to influence executive decisions and measure outcomes; supports workforce planning in alignment with business and financial goals; and works across HR teams to deliver programs aligned with business needs. It also leads complex employee relations matters, serves as an escalation point for the HR team, and mentors HR Business Partners and Senior HR Business Partners. The role requires collaboration across cultures, geographies, languages, and time zones.

Requirements

Bachelor’s degree in Human Resources, Education, Talent Development, Organizational Development, or a similar field, or equivalent through a combination of education and experience.
At least 10 years of HR experience working closely with the business.
At least 5 years of experience as an HR Business Partner or equivalent.
Ability to contribute to and deliver scalable people programs aligned with business strategy and employee experience.
Ability to partner on and create actionable, targeted change leadership plans, including communication plans, stakeholder engagement, and targeted coaching.
Strong depth of experience in employee and leadership development, employee relations, HR operations, and compliance.
Strong documentation skills.
Commitment to helping employees and managers succeed in alignment with company values.

Nice To Haves

A mix of experience in fast-growing technology companies and more established organizations.

Responsibilities

Advise and coach senior leaders, including C-level executives, on leadership, team effectiveness, and complex people decisions.
Shape people strategy and oversee programs including talent planning, organizational design, coaching, employee engagement, change management, and compensation and rewards.
Partner with executive leadership on strategic planning, organizational design, change management, team building, and anticipating people implications of business decisions.
Develop and implement engagement programs aligned with business needs and focused on building an extraordinary employee experience.
Use people metrics and data analysis to influence executive decisions, measure results, and drive continuous improvement.
Build trusted relationships and credibility with senior leaders within business groups and across the company.
Provide candid coaching to executives and their teams to improve leadership effectiveness.
Drive performance management and employee engagement, and guide leaders through difficult talent decisions.
Identify root causes of complex and ambiguous problems and design and implement solutions across multiple disciplines.
Translate business-unit strategy and needs into HR priorities and keep business-unit leaders informed about HR programs and processes.
Partner with leaders on workforce planning, including headcount, hiring, and training targets, in line with business strategy and financial goals.
Lead projects and initiatives, solve problems independently, attend to detail, and sponsor cross-functional efforts affecting the broader company.
Lead complex and sensitive employee relations issues fairly, thoroughly, and proactively, and serve as an escalation point for the HR team.
Partner with Recruiting, Total Rewards, HR Operations, and Learning and Development to deliver relevant people programs and help shape HR priorities.
Build HR approaches that deliver value across diverse global markets and collaborate across cultures, languages, and time zones.
Monitor organizational engagement, identify themes and risks, and raise them to senior leadership early.
Mentor and develop HR Business Partners and Senior HR Business Partners and raise the standard of HRBP practice.