Director, Talent Business Partner

The College Board • New York, NY

124d • $80,000 - $130,000 • Remote

About The Position

As a Director, Talent Business Partner (TBP), you are a trusted coach and advisor to managers and employees. You bring deep expertise in employee relations, manager development, and organizational health. You balance proactive coaching with timely, effective issue resolution. Your role is to help leaders build strong, high-performing teams by addressing performance challenges, reinforcing accountability, and cultivating inclusive, thriving cultures. You will report into the Senior Vice President, Global Strategy and Talent and work closely with the Talent Business Partner team and colleagues across Talent Enablement, Talent Acquisition, Legal, and Talent Operations.

Requirements

• At least 7-8 years of progressive HR/Talent experience, with at least 4+ years in employee relations, talent business partner, or people leadership coaching.
• SHRM-CP or PHR certification (preferred; SHRM-SCP/SPHR a plus but not required).
• A strong mission orientation and dedication to building equitable, high-performing teams that deliver meaningful impact.
• A trusted advisor with experience guiding managers through complex employee relations, performance, and coaching situations.
• Skilled in investigations, conflict resolution, and policy application, with sound judgment and discretion when handling sensitive matters.
• A natural coach and communicator who can both listen deeply and deliver clear, actionable feedback to managers and employees.
• Known for building collaborative, trusting relationships and influencing managers toward stronger performance and accountability.
• Strong critical thinking skills: able to quickly identify root causes, craft practical solutions, and follow issues through to resolution.
• Organized and detail-oriented, with proven ability to balance multiple cases and coaching engagements simultaneously.
• Comfortable working in a matrixed HR environment, partnering effectively with Legal, Talent Enablement, Talent Operations, and DEIB teams.
• Experience using Workday or other HRIS systems is preferred.

Nice To Haves

• A passion for expanding educational and career opportunities and mission-driven work.
• Curiosity and enthusiasm for emerging technologies, with a willingness to experiment with and adopt new AI-driven solutions and comfort with learning and applying new digital tools independently and proactively.
• Clear and concise communication skills, written and verbal.
• A learner's mindset and a commitment to growth: welcoming diverse perspectives, giving and receiving timely, respectful feedback, and continuously improving through iterative learning and user input.
• A drive for impact and excellence: solving complex problems, making data-informed decisions, prioritizing what matters most, and continuously improving through learning, user input, and external benchmarking.
• A collaborative and empathetic approach: working across differences, fostering trust, and contributing to a culture of shared success.

Responsibilities

• Drive Employee Relations & Risk Mitigation: Support complex employee relations issues, including performance, conduct, and conflict resolution; Proactively address issues with managers before escalation; Conduct effective, thorough, and objective investigations where required; Provide guidance on disciplinary actions and ensure consistent application of organizational policies.
• Strengthen Manager Capability & Coaching: Coach managers on building high-performing teams, setting clear expectations, and delivering feedback; Train and support managers to have effective performance and development conversations; Provide just-in-time coaching tools and resources, drawing from Talent Enablement and L&D offerings; Help leaders build inclusive team cultures that support engagement and retention.
• Support Performance & Development Systems: Partner with managers to identify struggling performers, set clear improvement plans, and hold staff accountable; Provide feedback and support on employee goals; Help managers recognize and develop top talent, identifying career growth pathways; Contribute to onboarding and offboarding processes to capture learnings and improve employee experience.
• Collaborate on Organizational Health & Talent Initiatives: Analyze team-level data (e.g., Gallup, attrition, performance trends) to surface insights and partner with managers on action planning; Reinforce consistent application of HR and Talent policies and practices across teams; Support divisional engagement and inclusion efforts in partnership with Talent Enablement team; Partner with Senior Directors on change management and org design projects as needed.
• Lead Special Projects & Contribute to Talent Excellence: Participate in cross-functional projects to improve processes, tools, or manager resources; Serve as a thought partner to Senior Directors, surfacing patterns from employee relations cases to inform enterprise-level improvements.

Benefits

• A meaningful career, a supportive team, and a comprehensive package designed to help you thrive.
• Fair and competitive compensation grounded in your qualifications, experience, impact, and the market.
• The hiring range for this role is $80,000-$130,000.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Industry: Educational Services
• Education Level: Bachelor's degree