Lead Director, HR Business Partner for HR

CVS Health•Hartford, CT

15d•$100,000 - $231,540•Hybrid

About The Position

The Lead Director, HRBP partners with senior leaders across the HR function to align talent priorities with business strategy and enterprise direction. The role identifies the talent levers that matter most, guides leaders through complex organizational and colleague-related challenges, and ensures talent strategies, processes, and programs have clear impact on colleague experience, leadership effectiveness, and business performance. It specifically supports HR leaders and teams, serving as an HRBP to the HR function. Supported by Centers of Excellence and other specialized HR partners, the role serves as a strategic advisor by shaping talent priorities, strengthening leadership capability, and driving organizational effectiveness. As a business partner to the HR function, the role operates in a uniquely sensitive environment requiring exceptional judgment, discretion, credibility, and the ability to navigate complex organizational and colleague matters with confidentiality and objectivity. This is a hybrid role based out of the Hartford, Connecticut hub.

Requirements

10 years of overall professional work experience.
5 years of strategic Human Resources Business Partner (HRBP) experience.
1–2 years of experience in a Director-level HR Business Partner role, currently or in a previous position.
Mastery of problem-solving and decision-making skills.
Mastery of collaboration and teamwork.
Mastery of growth mindset, including agility and developing self and others.
Mastery of execution and delivery, including planning, delivering, and supporting work.
Mastery of business intelligence.
Strong business acumen and ability to connect talent strategy to business performance.
Strong strategic thinking skills, including the ability to anticipate future talent and organizational needs.
Strong HR expertise and judgment, with the ability to diagnose and address complex people issues.
Proven ability to influence, coach, and guide leaders across a complex organization.
Demonstrated ownership, accountability, and ability to drive adoption of new ways of working.
Bachelor’s degree preferred and/or specialized training or relevant professional qualification.
Exceptional judgment, discretion, credibility, confidentiality, and objectivity in handling sensitive organizational and colleague matters.

Nice To Haves

Bachelor’s degree preferred and/or specialized training or relevant professional qualification.

Responsibilities

Serve as a strategic HRBP to the HR function, aligning talent priorities with business needs, enterprise direction, and long-term organizational goals.
Partner with senior leaders to identify the talent levers that matter most and focus the organization on clear, prioritized action.
Build trusted relationships and provide consulting, coaching, and challenge to leaders navigating complex talent and organizational issues.
Apply business acumen to understand how value is created and connect talent priorities to business outcomes.
Anticipate current and future talent needs, help leaders plan for emerging gaps, and build organizational capability over time.
Drive strategies and initiatives that strengthen colleague experience, proactively identifying and addressing engagement risks before they affect business performance.
Strengthen leadership capability by equipping leaders to perform in current roles while building a pipeline of future talent.
Partner on talent strategies supporting succession, leadership development, organizational effectiveness, and high-performing teams.
Use broad HR expertise and sound judgment to diagnose root causes of people-related issues and recommend practical, business-aligned actions.
Provide change leadership guidance and help leaders communicate and implement change in ways that foster agility, resilience, and adoption of new ways of working.
Deliver core talent processes with quality and discipline, ensuring programs are executed effectively and have meaningful impact on the function and broader business.
Take ownership for outcomes, remove barriers, and drive adoption and follow-through across HR and business teams.