People Business Partner Director

Tinuiti•New York City, NY

1d•Remote

About The Position

The People Business Partner Director is a senior-level individual contributor who serves as a strategic consultant and trusted advisor to business and executive leaders. The role translates business objectives into people strategies that support organizational performance, transformation, and long-term business goals. It bridges HR expertise and business needs by addressing complex workforce challenges through data-driven insights, consultative problem-solving, and change leadership. The position has significant influence but no direct reports. The role supports employee performance, engagement, and retention; advises managers and leaders; handles complex employee relations matters; and uses workforce data to identify risks and opportunities. It partners with cross-functional leaders, COE leads, and legal counsel to develop, implement, and improve HR systems and programs, including compensation plans, performance management frameworks, and benefits programs. The position also leads and supports organizational change initiatives and develops scalable solutions for emerging business needs.

Requirements

7–10 years of experience within an HR function, including 5 or more years as a Business Partner.
Demonstrated ability to align HR initiatives with long-term business goals and drive impactful, enterprise-wide outcomes.
Excellent communication and relationship-building skills, including the ability to influence and engage stakeholders at all levels, including C-suite executives.
Highly collaborative, with the ability to work in a matrixed environment, build consensus, and align diverse teams.
Action-oriented and proactive problem solver with initiative, resourcefulness, and creativity.
Strong analytical mindset and ability to use data and insights for decisions and strategic recommendations.
Ability to serve as a culture leader and role model, promoting excellence, innovation, and continuous improvement.

Nice To Haves

Experience in high-growth, fast-paced environments; agency, consulting, technology, or professional services experience is preferred.

Responsibilities

Drive initiatives that improve employee performance, engagement, and retention.
Advise on change management strategies to support smooth transitions, employee engagement, and sustained performance.
Coach managers on leadership practices, team performance, and people-management strategies.
Oversee complex and sensitive employee relations matters, including large-scale reorganizations.
Identify training needs and collaborate with Learning & Development to create and deliver programs that build capabilities and address skill gaps.
Assess HR program effectiveness and recommend data-driven improvements tied to business outcomes.
Use dashboards and workforce metrics—including turnover, diversity, engagement, and performance data—to identify risks and opportunities.
Provide actionable data insights to support business planning and strategic HR decisions.
Interpret workforce and performance data to guide HR initiatives and align them with business outcomes.
Advise cross-functional leaders and align HR strategies with business objectives while leading complex, multidisciplinary projects.
Contribute to the design and own the implementation and continuous improvement of scalable HR systems and programs, such as compensation, performance management, and benefits, in partnership with COE leads.
Partner with legal counsel on complex compliance matters, risk mitigation, and employment-law issues.
Translate business objectives into HR strategies and initiatives that improve organizational performance.
Lead and support organizational change initiatives, manage resistance, and secure employee buy-in.
Advise executive leadership and shape human-capital strategies that advance long-term business goals.
Develop expert knowledge of supported business units, anticipate their needs, and use that understanding to influence decisions and support growth and innovation.
Identify emerging trends and challenges and develop innovative, scalable solutions for future organizational needs.

Benefits

Unlimited paid time off.
Fully remote work environment and flexibility.
20 paid holidays, including multiple long weekends.
Medical, dental, vision, life, and disability coverage.
Flexible Spending Accounts.
401(k) match of up to 4% of contributions at 100%.
Fringe and Forma perks and wellness offerings.
Unlimited telemedicine and teletherapy at no cost.
Thankful giving.
Paid parental leave: 16 weeks at 100% pay for birthing parents and 12 weeks for partners after birth or adoption.
On-demand learning, mentorship, and leadership and management development programs and resources.
Discretionary performance bonus.