Director, Human Resources Business Partner

Labcorp•Durham, NC

1d•Hybrid

About The Position

The Director, Human Resources Business Partner (HRBP) is an HR leader who serves as a trusted advisor to Vice Presidents in Hospital Systems Operating and the Health Systems Divisions of Labcorp’s Diagnostics segment. The role partners with executive leaders to translate business strategy into workforce and organizational strategies that support performance, growth, positive culture, and organizational effectiveness. The successful candidate is strategic, intellectually curious, and results-oriented, able to identify emerging business challenges, diagnose root causes, and recommend data-informed solutions that influence executive decision-making. The role operates with a high degree of autonomy and requires a strong point of view, the ability to challenge assumptions, and the judgment to help leaders make better business decisions through effective people strategies. Success is measured by organizational effectiveness, leadership capability, talent strength, workforce productivity, and execution of strategic business priorities. Applicants living within 35 miles of either Burlington, NC, or Durham, NC, follow a hybrid schedule with at least three in-office days per week at an assigned location. Labcorp describes itself as a global leader in laboratory services, advancing diagnostics and healthcare through science, data, technology, and laboratory capabilities.

Requirements

Bachelor's degree.
10 years of progressive HR experience, including strategic HR business partner experience.
Demonstrated success advising Vice Presidents in a complex, matrixed organization.
Experience developing and executing workforce, talent, and organizational strategies that produce measurable business outcomes.
Ability to influence executive leaders through data, analytics, and business insight.
Experience leading organizational design, workforce planning, succession planning, and change management initiatives.
Strong business and financial acumen.
Exceptional executive communication and stakeholder management skills.
AI fluency and commitment to continuing to build capability in this area.
Ability to think strategically and critically, take initiative, and independently identify issues, develop recommendations, and drive solutions.
Advanced analytical capability and ability to synthesize data into business insights.
Comfort operating in ambiguity and complexity, with executive presence and the confidence to challenge assumptions using facts and judgment.

Nice To Haves

Master’s degree in business, Human Resources, Organizational Development, or a related field.
SPHR, SHRM-SCP, or comparable certification.
Experience in healthcare, life sciences, diagnostics, or regulated industries.
Track record of leveraging technology and AI tools to improve effectiveness and decision-making.

Responsibilities

Serve as a trusted advisor to Vice Presidents, aligning people strategies with business objectives.
Translate business priorities, market dynamics, and organizational needs into integrated talent and workforce strategies.
Identify business risks, organizational challenges, and talent gaps before they affect performance.
Frame complex business issues, develop clear problem statements, and present practical, data-driven solutions.
Constructively challenge leaders and influence decisions through insight, credibility, and business acumen.
Advise on organizational culture and effectiveness, leadership team performance, workforce planning, and change leadership.
Lead organizational design initiatives to improve efficiency, accountability, scalability, and business performance.
Evaluate organizational structures, spans and layers, workforce deployment, and operating models in support of business goals.
Drive workforce planning strategies aligned with growth objectives, productivity goals, and financial plans.
Lead VP-level talent reviews and succession planning discussions.
Coach senior leaders on leadership effectiveness, organizational impact, team dynamics, culture, and talent decisions.
Use workforce data, business metrics, and external benchmarks to identify trends and inform decisions.
Develop executive-ready insights that turn complex information into actionable recommendations.
Use AI-enabled tools, technology, and digital capabilities to improve impact and decision quality.
Lead complex change initiatives and build stakeholder alignment.
Partner with HR Centers of Excellence to deliver integrated HR solutions.