Director, Human Resources Business Partner

Local Initiatives Support Corporation•New York, NY

3d•$127,186 - $162,163

About The Position

The Director, HRBP serves as a strategic partner to the affiliate business leaders, aligning people strategies with organizational priorities to drive performance, talent effectiveness, and employee experience. This role integrates workforce planning, employee relations, and HR program execution, using data and insights to support decision-making and organizational outcomes.

Requirements

Bachelor’s degree from an accredited college or university or 10 years of relevant and related progressive HR experience, including HRBP or related roles.
Strong knowledge of employee relations, performance management, and organizational development practices.
Demonstrated ability to influence leaders and translate business needs into HR solutions.
Strong analytical, problem-solving, and communication skills.
Experience working in complex, matrixed environments.

Responsibilities

Partners with leaders on workforce planning, organizational design, and change initiatives aligned to business priorities.
Advise on team effectiveness, leadership capability, and succession planning to strengthen organizational performance.
Contribute to enterprise talent initiatives, including engagement, culture, and performance management frameworks.
Manage employee relations matters, including investigations, conflict resolution, and performance concerns, ensuring fair and consistent application of policies.
Identify trends and recommend actions to mitigate risk and improve employee experience.
Support leaders through organizational changes, including restructures and workforce transitions.
Support managers in setting expectations, managing performance, and driving accountability.
Guide performance interventions, including development plans and ongoing feedback processes.
Coach leaders on effective management practices, communication, and decision-making.
Partner with leaders and HR teams on compensation decisions, job design, and organizational alignment.
Support promotion and compensation processes, ensuring alignment with internal equity, market considerations, and governance requirements.
Align workforce planning with hiring strategies in partnership with Talent Acquisition.
Deliver workforce analytics and reporting tied to retention, succession risk, and organizational capacity.
Monitor HR metrics and provide insights that inform leadership decisions and anticipate talent risks.
Maintain workforce documentation and reporting that supports compliance, audit, and governance requirements.
Support HR systems and data integrity to enable performance management, recruitment, engagement, and development processes.
Ensure consistent application of HR policies and practices across business units.
Support policy communication and updates in alignment with legal and organizational standards.