HR Director, Central Products

Meta•Seattle, WA

9d•$230,000 - $293,000

About The Position

Meta is seeking an HR Director to partner with leadership across its Central Products organization. The role is a strategic thought partner to senior business leaders and leads and develops a team of HR business partners. The successful candidate translates business strategy into people strategy at scale, applies organizational judgment to people and structural decisions in complex or ambiguous contexts, and operates effectively in a fast-moving environment. The HR Director owns people strategy for the client group, advises senior leaders on organizational and talent matters, and leads work across organizational health, leadership effectiveness, change management, performance, engagement, and workforce planning. The role also partners with global HR leaders and cross-functional teams, handles sensitive matters with sound judgment, and represents the HRBP function in broader forums and initiatives.

Requirements

15+ years of experience operating in an HRBP or business-facing role.
5+ years of experience directly supporting a global VP or above as an HRBP or in a strategic HR advisory capacity.
10+ years of experience as a Human Resource Leader working at both a strategic and operational level.
Experience as a people manager and organizational leader, with business acumen and experience understanding strategic organizational issues.
Experience operating in a matrix organization and cultivating relationships globally.
Demonstrated experience thriving in constantly changing environments and building relationships across teams.

Nice To Haves

BA/BS degree in Human Resources, Business Administration, Organizational Development, or a relevant field.
Experience building and scaling an HRBP team or function.
Experience supporting product and engineering functions.

Responsibilities

Own end-to-end people strategy for the client group, partnering directly with senior leaders on organizational design, workforce planning, and talent strategy.
Lead, coach, and develop a team of HR Business Partners; set priorities, allocate coverage, and build bench strength.
Serve as a strategic thought partner to Director- and VP-level leaders, providing high-judgment counsel on complex organizational and people decisions.
Diagnose organizational health and design interventions involving leadership effectiveness, team dynamics, change management, and culture.
Drive talent management strategy, including succession planning, leadership assessment, and senior-level individual development.
Lead the Performance Summary Cycle and employee engagement survey execution, including calibration facilitation and follow-through on insights.
Use rigorous data analysis to identify organizational trends and turn them into executive-ready recommendations.
Navigate sensitive, ambiguous, and high-risk employee and organizational matters with sound judgment and appropriate escalation.
Partner with Recruiting, Learning and Development, Compensation, Legal, Employee Relations, and HR Programs to design and scale solutions.
Partner with regional HR leaders on global strategy and consistent execution across locations.
Work with Employee Relations and Legal partners on complex, compliance-sensitive matters.
Represent the HRBP function in cross-functional forums and lead initiatives for the broader HR community.
Design and facilitate leadership team meetings and off-sites.