HR Business Partner Director

FanDuel•New York, NY

3h•$146,000 - $200,000

About The Position

FanDuel is seeking a Director, HR Business Partner to join our HRBP team. This role will partner with senior leaders to shape and deliver people strategies that drive business performance, strengthen organizational effectiveness, and support teams through ongoing change. FanDuel is a fast-moving business, and change will be constant. We are looking for someone who is energized by that environment — someone who can bring clarity to ambiguity, help leaders make better decisions, and operate as a proactive advisor rather than a reactive HR partner. The client group for this role may evolve, so the ideal candidate will have experience supporting different types of functions, populations, and leadership styles. Success will require strong business acumen, organizational design experience, change management capability, sound judgment, and the confidence to challenge and influence senior leaders. In addition to the specific responsibilities outlined above, employees may be required to perform other such duties as assigned by the Company. This ensures operational flexibility and allows the Company to meet evolving business needs.

Requirements

Minimum of 5 years of HR Business Partner experience, including direct partnership with senior leaders.
Experience operating in fast-paced, complex, high-change environments.
Strong organizational design experience, including structure, operating model, role clarity, capability needs, and organizational effectiveness.
Change management experience, including stakeholder alignment, communication, resistance management, and adoption.
Ability to influence, coach, and challenge senior leaders with confidence and sound judgment.
Experience supporting different business functions, employee populations, or leadership styles.
Ability to diagnose complex issues, evaluate trade-offs, and make clear recommendations.
Comfort using data, insights, and judgment to guide decisions.
Strong HR functional depth across talent management, performance management, employee relations, workforce planning, engagement, culture, leadership effectiveness, and risk.
Experience managing and/or mentoring others.

Responsibilities

Partner with senior leaders to translate business priorities into people strategies that improve performance, engagement, and organizational effectiveness.
Advise on organizational design, including structure, role clarity, capability needs, decision rights, spans and layers, and ways of working.
Support leaders and teams through change by driving alignment, clear communication, adoption, and accountability.
Diagnose complex people and organizational issues, identify root causes, evaluate trade-offs, and recommend practical solutions.
Use data, insights, and judgment to influence decisions and measure the impact of people strategies.
Coach and challenge leaders on talent, performance, leadership effectiveness, culture, engagement, and risk.
Support a range of employee populations and business contexts, flexing your approach while maintaining a high bar for partnership and execution.
Partner across the People Team, including Talent Acquisition, People Operations, Total Rewards, Legal, Employee Relations, and People Analytics, to deliver integrated solutions.
Lead core HRBP work with excellence, including talent planning, performance management, employee relations, workforce planning, succession, engagement, and organizational change.
Help evolve the HRBP function by modeling proactive, business-first partnership and contributing to stronger tools, standards, and ways of working.