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

Liquid I.V. • El Segundo, CA

3d • $180,600 - $265,000 • Hybrid

About The Position

Liquid I.V. is seeking a Senior Director, People Partnerships and Talent Growth to build the organizational, leadership, and talent capabilities that help the business deliver current priorities and grow into the future. Reporting to the Chief People Officer, this role leads the People Partnership team and integrates organization design, strategic workforce planning, talent management, career growth, and development.

The role serves as a senior thought partner to the business, connecting strategy to the work, skills, structures, and talent needed for execution. It combines enterprise-level perspective with hands-on leadership, helping leaders make informed tradeoffs, strengthen performance, and create meaningful opportunities for teammates to grow.

The position is based in a hybrid office environment 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.

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.
• 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 organizational 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, along 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 organizational and workforce choices that strengthen delivery, accountability, and readiness for 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 against business needs, workforce cost, capacity, and practical feasibility.
• Shape the people dimensions of organizational change so new designs lead to effective working relationships, clear expectations, and sustained improvements in delivery.
• Anticipate how artificial intelligence and technology may change work, roles, and skills, and partner with Technology and business leaders on workforce planning, development, and responsible adoption.
• Lead and develop the People Partnership team, building business understanding, sound judgment, and the confidence 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 while applying 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 by distinguishing contribution, potential, and readiness and constructively challenging assumptions.
• Identify critical roles and talent risks, develop succession and continuity plans, and connect successor readiness to meaningful development experiences.
• Create career pathways that clarify the skills, scope, contribution, and experiences required for growth across specialist and leadership routes.
• Partner with Total Rewards to connect career expectations to job families, levels, and grading while reinforcing multiple paths for development.
• Strengthen internal movement and talent deployment through roles, projects, stretch experiences, and cross-functional opportunities aligned with business needs and capacity.
• Identify skill and 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, partnering 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 organizational 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 or more paid annual holidays each year, plus an annual Holiday Office Closure.
• Wellness Days, including a Vitality Day and two Recharge Days.
• Employee Assistance Program.
• Monthly technology and wellness reimbursement.
• An infinite supply of Liquid I.V. products.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior