Director, People Business Partnership

Imprint • New York, NY

5d • $250,000 - $300,000

About The Position

Imprint is seeking a Director, People Business Partnership to help build and sustain an exceptional organization. The role partners with leaders across the business to strengthen teams, improve management, and ensure people can do the best work of their careers. The Director will serve as a trusted advisor to executives, anticipate organizational needs, and use evidence to challenge and guide people decisions.

The position sets expectations for great management and equips managers with coaching, tools, data, and feedback to improve. It helps managers establish clear individual expectations, provide timely and actionable feedback, support employee development, and create sustainable ways of working. The Director also partners on career frameworks, succession planning, internal mobility, organizational design, workforce planning, and major organizational changes.

The role leads change management and communications for transitions such as reorganizations, pivots, and strategy shifts; uses employee feedback and workforce data to identify root causes and measure results; and handles complex employee relations matters and investigations with discretion, consistent standards, and appropriate legal partnership. The position supports matters across California, New York, and other states.

Requirements

• 7–10+ years of HR experience, including significant experience partnering with senior executives in a high-growth or scaling company.
• Substantial experience handling employee relations matters and involuntary departures, and ability to coach leaders through difficult conversations with candor and care.
• Deep expertise in organization design, performance management, and leadership development, with judgment to diagnose what a leader or team needs.
• A data-informed approach to diagnosing problems, building the case for change, and assessing results using quantitative and qualitative evidence.
• A track record of improving how managers lead, including helping them set expectations, give useful feedback, develop talent, and address unsustainable ways of working, with evidence of employee impact.
• Ability to earn credibility with executives, including technical leaders, and provide clear, direct advice grounded in the business.
• Self-starter who moves with urgency and takes initiative.
• Proven ability to lead through high-growth periods, organizational crises, and company pivots.
• Exceptionally high emotional intelligence and ability to navigate sensitive conversations with directness and care.
• Comfort with ambiguity and a bias toward building useful structure.
• Practical AI fluency and curiosity about how agents and automation can improve HR.

Nice To Haves

• Experience in fintech, financial services, or another regulated industry.
• Experience as an executive coach.
• Experience leading a team of HR Business Partners.
• Experience supporting a multi-state workforce, particularly in California and New York.

Responsibilities

• Partner with executives as a trusted advisor, understand their teams and business plans, anticipate needs, and use evidence to inform and challenge people decisions.
• Set clear expectations for effective management and provide managers with coaching, tools, data, and feedback to improve.
• Combine employee feedback, team outcomes, and people data to identify where leaders need support or intervention.
• Help managers translate company priorities into clear individual expectations and observable standards of work.
• Build a rhythm of meaningful check-ins, recognition, and direct, actionable feedback, and make performance reviews reflect ongoing conversations.
• Support employee development through stretch opportunities, coaching, and career conversations; partner on career frameworks, succession, and internal mobility.
• Help leaders identify overloaded teams, conflicting priorities, and single points of failure, and make explicit trade-offs about priorities and resourcing.
• Partner with leaders and Finance on team structures, spans and layers, organizational changes, and a consistent planning framework for staffing major partner launches.
• Plan and execute major transitions, including reorganizations, pivots, and strategy shifts; own change management and communication plans, equip managers, and measure whether changes land.
• Use exit interviews, engagement surveys, and workforce data to identify root causes, recommend action, and measure results.
• Handle complex employee relations matters and investigations with discretion, sound judgment, consistent standards, and appropriate legal partnership.

Benefits

• Competitive compensation and equity packages.
• Leading configured work computers of your choice.
• Flexible paid time off.
• Fully covered, high-quality healthcare, including dependent coverage.
• Access to One Medical and the option to enroll in an FSA.
• 20 weeks of paid parental leave for the primary caregiver and 8 weeks for all new parents.
• Access to industry-leading technology across business units.

What This Job Offers

• Job Type: Full-time
• Career Level: Director
• Education Level: No Education Listed