Director, HRBP

Tanium•Durham, NC

1d•$165,000 - $250,000

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 works with leaders at all levels to build strong teams, support employee career growth, shape the people strategy for the organization, and set the standard for HRBP practice across the team. The position reports to the VP, Human Resources. The role combines strategic and hands-on contributions, with an emphasis on strategy. It requires deep understanding of the business, credibility as a thought leader on people and organizational topics, and the ability to operate confidently and quickly. The Director partners across HR functions and global markets to deliver business-aligned people programs, while mentoring HR Business Partners and Senior HR Business Partners.

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, including at least 5 years as an HR Business Partner or equivalent.
Ability to contribute to and deliver scalable people programs aligned with business strategy and employee experience goals.
Ability to partner on actionable 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.
Experience in both fast-growing technology companies and more established organizations.
Strong documentation skills.
Commitment to helping employees and managers succeed in alignment with company values.

Responsibilities

Serve as a trusted advisor to senior leaders, including C-level executives, and coach them on leadership, team effectiveness, and difficult people decisions.
Shape the strategy for and oversee execution of people 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 the people implications of business decisions.
Develop and implement engagement programs aligned with business needs and the 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 across business groups and organizations.
Coach executives and their teams to improve leadership effectiveness.
Drive performance management and employee engagement, and guide leaders through difficult talent decisions.
Diagnose complex and ambiguous issues, identify root causes, and design and implement solutions across disciplines.
Translate business unit strategy and needs into HR priorities and keep leadership informed about HR programs and processes.
Partner with leaders on workforce planning, including headcount, hiring, and training targets, aligned with business strategy and financial goals.
Lead projects and initiatives at varying scales, solve problems independently, attend to detail, and sponsor cross-functional efforts affecting the broader company.
Manage 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 & Development to deliver business-relevant people programs and help shape HR priorities.
Work across cultural and geographic boundaries to develop HR approaches for diverse global markets, collaborating across cultures, languages, and time zones.
Monitor employee engagement, identify organizational themes and risks, and raise them to senior leadership early.
Mentor and develop HR Business Partners and Senior HR Business Partners and raise HRBP practice standards across the team.