Senior Director HR Business Partner Practice

The Jackson Laboratory•Bar Harbor, ME

2d•Remote

About The Position

This senior leadership position plays a pivotal role in contributing to the shaping and execution of the organization's overarching human resources strategy. The Senior Director, Human Resources Business Partner Practice provides high-level guidance, oversight, and strategic direction across all aspects of the Human Resources Business Partner Practice to ensure people strategies are fully aligned with organizational goals. The role leads the development and implementation of HR programs and solutions, fostering a culture of excellence, inclusivity, and continuous improvement. In close partnership with senior executives and business leaders, the Senior Director ensures HR initiatives are proactive, integrated, and effectively support JAX's strategic objectives. This is a remote role with travel required as needed preferably located in the Northeast

Requirements

A minimum of 8 years of progressive HR experience, with at least 8 years of experience as an HR leader within complex, multinational global organizations.
BS Degree required, master's degree preferred.
Demonstrated executive presence and a track record of influencing and gaining commitment from senior leadership and key stakeholders to advance organizational goals and initiatives.
Strong analytical capability, with experience using HR data and workforce analytics to identify trends, inform strategy, and drive measurable outcomes.
Proven executive presence with the ability to influence, challenge, and gain commitment from senior leaders and key stakeholders.
Deep expertise in organizational effectiveness, change management, talent strategy, and workforce planning.
Ability to translate business strategy into practical, scalable people solutions.
Strong leadership, coaching, and team‑development skills, with a commitment to continuous improvement and excellence.
Strong analytical capability, with experience using HR data and workforce analytics to identify trends, inform strategy, and drive measurable outcomes.
Demonstrated success building and leading an HR Business Partner model that operates as a strategic advisor to the business.

Nice To Haves

Professional HR certification is a plus

Responsibilities

Partner strategically with senior executives and business leaders as a trusted advisor to ensure HR programs and services are aligned with and contribute to the achievement of organizational goals.
Lead, mentor, and coach HRBPs, fostering high performance, professional judgement, and confidence in managing complex people issues.
Develop and enhance innovative HR programs and processes within the HR operational functions
Champion initiatives to improve employee engagement, retention, team development, and organizational culture.
Ensure consistent, fair, and legally compliant application of employee relations practices across HRBPs and business units.
Strengthen the organization's change management capabilities and agility through readiness assessments and interventions aimed at increasing early adoption and change ownership.
Partner with senior leaders on organizational design to assess structure clarity of role and decision rights, and ensure alignment with business strategy, while mentoring and supporting HRBPs in delivering effective organizational development solutions.
Participate in organizational and HR strategic planning, offering leadership in operational areas, quality improvement, and policy development.
Travel as necessary, ranging from 15% to 25%, to support effective HR service delivery.
Champion the use of HR data, analytics, and workforce insights to identify trends, risks, and opportunities related to engagement, retention, performance, succession, and organizational health.
Translate complex data into clear insights and recommendations that influence executive decision‑making and strategic priorities.
Lead and evolve the HR Business Partner practice as a strategic Center of Excellence, defining clear operating principles, standards, and expectations to ensure consistent, high‑quality HR partnership across the organization.
Establish and reinforce HRBP capabilities that enable proactive workforce planning, organizational design, talent management, and change leadership.