Senior Director, HR Business Partners

SimplePractice

3d•$209,000 - $261,000•Remote

About The Position

At SimplePractice, we are improving access to quality care by equipping health and wellness clinicians with all the tools they need to thrive in private practice. More than 250,000 providers trust SimplePractice to build their business through our industry-leading software with powerful tools that simplify every part of practice management. From admin work to clinical care, our suite of innovative solutions work together to reduce administrative burden—empowering solo and small group practitioners to thrive alongside their clients. Award-winning and people-first, SimplePractice is shaping the future of health tech. In 2026, we were recognized by BuiltIn as a Best Remote Company to Work For, Software Guru's Best Places to Code, Becker Healthcare Telehealth Companies to Know, and we won a MedTech Breakthrough Award for Best Practice Management Solution Provider. We're hiring a Sr. Director of HR Business Partners to lead the HRBP function and model great partnership directly with senior leaders. You'll sit on the People Leadership Team, reporting to the Chief People Officer, and partner closely with executive leaders across all business functions and our HR Centers of Excellence — Talent, Total Rewards, People Operations, and Talent Acquisition. This is a player-coach role: you'll partner directly with one or more ELT members and their leadership teams while leading a small team of HRBPs who cover the rest of the business. The mandate is genuine partnership on org design, AI-enabled transformation, talent depth, and workforce planning.

Requirements

12+ years in HR, with at least 5 years as a senior HRBP or HR leader supporting ELT-level executives in a high-growth SaaS or tech company.
A track record of org design and change management work at the ELT-1 level that shaped measurable business outcomes.
Direct experience partnering with business leaders through AI-driven org transformation, including workforce redesign, role evolution, and change management as AI shifts how work gets done.
Demonstrated ability to assess AI fluency as a leadership and team capability and build it into talent reviews, succession planning, and development plans.
Experience leading or developing a team of HRBPs, including performance development of HRBP talent.
Experience navigating matrixed, fast-moving environments where the playbook hasn't been written yet.
BA/BS in Human Resources, Business, Organizational Development, Psychology, or a related field. Equivalent experience considered.
Business judgment. You read a P&L, understand how SP makes money, and connect people recommendations to business outcomes. Leaders trust your input because it's grounded in their world.
Influence at altitude. You push back on ELT members when warranted, deliver hard truths with care, and earn the right to be in the room before decisions get made.
Diagnostic instinct. You identify the real problem behind the presenting problem and say so directly.
Coach and multiplier. You make the HRBPs around you better. You build team capability, not just individual heroics.
AI fluency. You understand how AI is reshaping org design, job architecture, and the nature of work in a SaaS business. You can hold a substantive conversation with Engineering and Product leaders about what AI transformation means for their teams and you stay ahead of it.
Data-driven. You use workforce data and people analytics to sharpen your point of view, spot patterns leaders are missing, and challenge your own assumptions.

Nice To Haves

PE-backed experience a plus.

Responsibilities

Direct business partnership. Translate evolving business priorities into future-ready people strategies. Partner with ELT and their leadership teams on org design, workforce planning, talent, and change management before decisions get made. Serve as a trusted advisor on organizational effectiveness and leadership team dynamics as the business scales.
HRBP model and practice standards. Lead and evolve the HRBP model, ensuring alignment to business strategy, growth priorities, and organizational maturity. Define what great partnership looks like across org design, talent reviews, workforce planning, and COE collaboration. Build it into a repeatable, impact-driven model.
AI-enabled org transformation. Partner with the CPO to shape the people strategy for SP's AI transformation and own how it lands across your business groups. Work with business leaders to diagnose which roles, team structures, and capabilities need to evolve as AI shifts how work gets done. Help leaders design orgs for AI-native ways of working and manage the change with their teams. Assess AI fluency as a leadership capability in talent reviews.
Workforce planning. Build multi-quarter workforce plans connected to business outcomes. Define capability gaps, including AI fluency gaps, and build the plan to close them across build, buy, and borrow options. Use data, analytics, and AI-driven insights to anticipate gaps before they become problems.
Talent and succession. Run rigorous talent reviews that produce real outcomes: clear successors, honest calibrations, paths for high-potentials, and decisive action where the bar is not being met. Own ELT and XLT bench-building.
Performance and rewards cycles. Partner with Total Rewards and Talent through compensation and performance cycles in a way that protects equity, rewards performance, and gives managers the language to have hard conversations.
HRBP team leadership. Lead, coach, and develop the HRBP team. Set the standard, hold the team accountable for delivering at that level, and build consulting, influence, and business acumen capabilities across the function.