Senior Director, HR Business Partner Job ID 2023-01550

Conair•Stamford, CT

15d•Hybrid

About The Position

The Senior Director, HR Business Partner (HRBP) serves as a senior strategic advisor to business leaders, aligning people strategy with organizational and commercial objectives. This role partners with executives and leadership to drive workforce strategy, organizational effectiveness, and talent capabilities that enable business growth and performance. The Senior Director HRBP translates business priorities into actionable people strategies, ensuring talent, organizational design, and leadership capabilities support both near-term operational goals and long-term commercial success.

Requirements

10+ years of progressive HR experience, including 7+ years in a HR Business Partner role.
Multiple years of experience supporting a large commercial business unit and leadership team.
Organizational development experience in one or more of the following areas: organizational design, strategic workforce planning, organizational effectiveness, change management & transformation.
Experience supporting senior executives and business unit leadership teams.
5+ years work experience in a high-growth, transformation, or private equity organization.
Commercial mindset and financial literacy
Data driven decision making
Executive influence and stakeholder management
Change leadership and agility
Comfortable with ambiguity
Anticipates and manages risk
Working conditions are normal for an office environment.
Must be able to sit for extended periods of time.
Must be able to use a computer keyboard and view a monitor for extended periods of time.
This role requires on-site presence Monday through Thursday, with the flexibility to work remotely from anywhere on Fridays.

Nice To Haves

Bachelor’s degree in Human Resources, Organizational Development, Finance, or Business Administration
Professional HR certifications (e.g., SHRM, SPHR)
Consumer goods experience

Responsibilities

Strategic Business Partnership Act as a trusted advisor to executives and business unit leaders on people strategy and organizational effectiveness.
Translate business strategy into HR priorities that drive growth, productivity, and competitive advantage.
Drive business results by executing workforce planning, talent assessment and strategy, and organizational design aligned with commercial objectives.
Use data, analytics, and market insights to guide strategic decision-making.
Workforce Planning and Commercial Alignment Understand financial, operational, and market drivers impacting the business and translate them into talent and organizational plans.
Partner with finance and leadership teams to lead headcount planning, productivity optimization, and cost management.
Identify workforce opportunities and risks affecting revenue growth, margins, and operational performance.
Align workforce actions and plans to the needs and performance of the business on a quarterly basis.
Organizational Effectiveness Lead organizational design initiatives including restructuring, scaling teams, and operating model optimization.
Guide leaders through change management, transformation initiatives, and business evolution.
Improve communication, decision-making, collaboration, and accountability across leadership teams.
Ensure people leaders have the tools and support needed to effectively manage employee and team performance.
Talent Management Lead assessment of talent capabilities and drive workforce plans that ensure the business has the right talent to achieve business outcomes.
Guide and support leaders to make the right, and difficult talent decisions which accelerate growth and results.
Partner with Talent Acquisition Team to ensure critical roles are filled timely, competitive to market rates, and with top talent.
Identify and mitigate talent risks through retention and engagement strategies.
Build leadership capabilities in the business through strong partnerships and leadership coaching.