Human Resources Business Partner

Domino's Corporate•Ann Arbor, MI

11d

About The Position

This Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to leaders, delivering a comprehensive range of human resources services across talent, performance, compensation, benefits, employee relations, and organizational effectiveness. Operating as a talent consultant, culture champion, data‑driven influencer, and change agent, the HRBP aligns people strategies with business priorities across their assigned Domino’s Technology (DT) VP areas, while also working within the strategy of the broader DT organization. This role proactively advises leaders on workforce planning, job architecture, pay and compensation decisions, and organizational design while coaching leaders and team members through performance management, workplace issues, and change initiatives. The HRBP leverages data, insights, and deep business acumen to inform people decisions, strengthen the team member experience, and reinforce company values—helping leaders navigate complexity, build capability, and drive sustainable results.

Requirements

Bachelor’s degree in Human Resources, Business, or a related field required
5+ years of progressive experience across multiple HR disciplines, including employee relations, talent management, compensation, and organizational effectiveness.
Demonstrated experience partnering with leaders at multiple levels as a strategic advisor and consultant.
Strong working knowledge of employment laws, compliance requirements, and HR best practices.
Proven ability to leverage data and insights to influence decisions and drive outcomes.
Excellent communication, coaching, and stakeholder management skills.
Proficiency with HRIS systems (e.g., PeopleSoft preferred) and Microsoft Office tools

Nice To Haves

Master’s degree or HR certification (PHR/SPHR) preferred.

Responsibilities

Attract & Plan Talent: Partner with business leaders and Talent Acquisition to develop and execute workforce plans, staffing strategies, and succession pipelines aligned to current and future business needs. Serve as a consultative advisor on recruiting strategy, role design, job classification, and selection decisions, ensuring compliance with employment laws and internal standards. Provide guidance on offer recommendations in partnership with Compensation and HR leadership, balancing internal equity, market competitiveness, and business needs. Anticipate talent risks and opportunities through proactive analysis of workforce trends and business forecasts.
Develop Leaders & Teams: Coach and advise people leaders on team development, performance enablement, and fostering a culture of continuous learning—tailored to the fast-paced nature of Technology Partner with Talent Management and L&D to support the rollout of corporate team member initiatives that support development, along with creating custom offerings based on business needs. Support technical career pathing and DT rotational programs to retain and grow engineering and Tech talent Act as a thought partner to leaders on organizational design, role clarity, and team structure.
Reward, Retain & Engage: Lead and support annual talent review, succession planning, and merit processes, advising leaders on high‑potential identification, readiness, and retention risk mitigation. Analyze engagement data, survey results, and exit/stay interview insights to inform targeted actions that enhance the team member experience. Provide strategic guidance on total rewards programs, educating leaders and team members on compensation, benefits, and wellness offerings. Review and assess job changes and compensation requests ensuring alignment with compensation philosophy, equity, and organizational impact.
Advise, Influence and Drive Change: Serve as a trusted advisor to leaders, appropriately challenging assumptions while maintaining strong, credible partnerships. Coach leaders and employees through employee relations matters, including performance concerns, conflict resolution, investigations, discipline, and terminations—ensuring alignment with company policy, legal requirements, and organizational values. Lead and support change initiatives by providing guidance on communication strategy, stakeholder impact, and adoption planning. Diagnose organizational challenges, recommend people‑centered solutions, and support implementation in partnership with HR COEs and cross‑functional stakeholders. Utilize people data and analytics (e.g., engagement, retention, DEI, performance trends) to translate insights into actionable recommendations that drive decision‑making.