Senior Director, People Partnerships and Talent Growth (Human Resources)

Liquid I.V.•El Segundo, CA

2d•Hybrid

About The Position

Liquid I.V. is seeking a Senior Director, People Partnerships and Talent Growth to build the organization, leadership, and talent capabilities that enable the business to deliver today and grow into the future. Reporting to the Chief People Officer, this role leads the People Partnership team and connects organization design, strategic workforce planning, talent management, career growth, and development. The leader serves as a senior thought partner to the business, translating strategy into the work, skills, structure, and talent needed to execute it, while helping leaders make thoughtful tradeoffs, strengthen performance, and create meaningful opportunities for teammates to grow. The role leads organization design and workforce planning; advises leaders on complex organization, leadership, and talent matters; and owns integrated approaches to performance, succession, retention, internal movement, career pathways, and development. It also strengthens leadership and manager effectiveness, uses workforce evidence and employee listening to identify enterprise needs, and partners with functions including Finance, Total Rewards, Talent Acquisition, Technology, and Teammate Experience. The position anticipates how technology and artificial intelligence may affect work and skills, and partners on workforce planning, development, and responsible adoption. This is a hybrid office role based in El Segundo, California, with flexibility to support in-person leadership sessions, team meetings, and business needs. Candidates must be authorized to work in the United States without sponsorship. The annual base salary range is $180,600–$265,000; compensation is determined by factors including experience, skills, education, geographic location, internal equity, and budget. The range excludes additional perks, benefits, and applicable bonus eligibility.

Requirements

Bachelor’s degree or equivalent professional experience.
At least 10 years of progressive Human Resources or People leadership experience, including strategic business partnership, organization design, and enterprise talent responsibilities.
Demonstrated experience directly leading and developing People Partners or HR Business Partners and providing credible counsel to senior executives.
Deep experience diagnosing organizational needs, designing alternatives, and implementing organization changes that improve business delivery.
Strong understanding of workforce cost, capacity, and investment tradeoffs, with the ability to connect people decisions to business priorities.
Hands-on experience building and implementing connected performance, succession, career, talent, and development practices, including evidence of leader adoption and business impact.
Strong capability in leadership development, coaching, facilitation, and senior team effectiveness.
Commercial judgment and enterprise perspective, together with the willingness and ability to build directly in a lean, fast-moving environment.
Ability to prioritize, simplify, and make explicit choices about scope, resources, and tradeoffs.
Excellent communication and influencing skills, thoughtful challenge, discretion, and sound judgment when navigating sensitive or complex matters.
Curiosity and practical understanding of how technology and artificial intelligence can influence work, skills, organizational design, and talent development.
Authorization to work in the United States without sponsorship.

Responsibilities

Translate business priorities into organization and workforce choices that support delivery, accountability, and growth.
Lead organization design across decision rights, spans and layers, role clarity, handoffs, and capacity; identify opportunities to simplify, stop, automate, or redistribute work.
Evaluate development, redeployment, hiring, and external expertise in light of business needs, workforce cost, capacity, and feasibility.
Shape the people dimensions of organizational change to establish effective working relationships, clear expectations, and sustained improvements in delivery.
Anticipate how artificial intelligence and technology may change work, roles, and skills; partner with Technology and business leaders on workforce planning, development, and responsible adoption.
Lead and develop the People Partnership team, strengthening business understanding, judgment, and the ability to coach and constructively challenge leaders.
Establish consistent quality across functional people plans, talent decisions, manager support, and team effectiveness.
Advise on complex organization, leadership, and talent matters; identify patterns across functions and translate them into enterprise insight and focused action.
Strengthen leader ownership of people outcomes and apply discretion, impartiality, and sound judgment to sensitive employee relations and critical talent matters.
Own an integrated talent approach connecting capability needs, performance, talent assessment, succession, retention, and internal movement.
Build a performance approach centered on clear expectations, useful feedback, timely development, and credible evidence for performance, promotion, and reward decisions.
Strengthen talent assessment and calibration, distinguishing contribution, potential, and readiness and constructively challenging assumptions.
Identify critical roles and talent risks, develop succession and continuity plans, and link successor readiness to meaningful development experiences.
Create career pathways that clarify the skills, scope, contribution, and experiences required for growth through specialist and leadership routes.
Partner with Total Rewards to connect career expectations to job families, levels, and grading while recognizing multiple development paths.
Strengthen internal movement and talent deployment through roles, projects, stretch experiences, and cross-functional opportunities aligned with business needs and capacity.
Identify capability gaps that constrain business performance and distinguish development needs from issues involving workload, structure, incentives, tools, or unclear decisions.
Set a focused development agenda using meaningful work, coaching, mentoring, peer learning, and targeted programs, connecting learning investment to application and improved performance.
Strengthen manager and leadership effectiveness in feedback, delegation, decision-making, accountability, talent development, and leading change.
Partner with the Chief People Officer on senior team effectiveness and leadership growth.
Connect learning priorities to emerging business capabilities, including artificial intelligence, and partner with subject-matter experts to build practical confidence and judgment.
Connect workforce evidence, employee listening, and business performance to a clear view of talent and organization needs.
Partner with Finance, Total Rewards, Talent Acquisition, Technology, and Teammate Experience to keep the enterprise people agenda commercially grounded, focused, and achievable.
Ensure enterprise talent and organization priorities translate into meaningful functional impact through the People Partnership team.

Benefits

100% company-paid medical, dental, and vision insurance for employees, with PPO, HMO, and Kaiser options.
401(k) plan with company match.
Short- and long-term disability coverage.
Generous PTO and sick leave programs.
10+ paid annual holidays each year and an annual Holiday Office Closure.
Wellness Days, including a Vitality Day and two Recharge Days.
Employee Assistance Program.
Monthly technology and wellness reimbursement.
An unlimited supply of Liquid I.V. products.
Applicable bonus eligibility is mentioned as part of total compensation, but no bonus terms are specified.