Vice President, HR Business Partner Leader

Dayforce

12d•$198,200 - $309,700•Remote

About The Position

Dayforce is a global human capital management (HCM) company headquartered in Toronto, Ontario, and Minneapolis, Minnesota, with operations across North America, Europe, Middle East, Africa (EMEA), and the Asia Pacific Japan (APJ) region. Our award-winning Cloud HCM platform offers a unified solution database and continuous calculation engine, driving efficiency, productivity and compliance for the global workforce. Our brand promise - Makes Work Life Better™ - Reflects our commitment to employees, customers, partners and communities globally. About the Opportunity Dayforce, a leading AI-driven HCM company, is seeking a Vice President, HR Business Partner Leader. The VP, HR Business Partner Leader serves as a primary strategic advisor to C-suite executives and senior business leaders, translating business strategy into an integrated people and organization strategy that strengthens business performance, organizational capability, leadership effectiveness, and long-term growth. This leader brings an enterprise-wide perspective to organization, talent, workforce, culture, and transformation decisions, using business and financial insight, workforce data, and external trends to challenge assumptions, shape priorities, and influence executive decision-making. As a senior member of the People organization, reporting to the CHRO, this role connects business leaders with HR Centers of Excellence (COEs), representing the voice and evolving needs of the business while enabling globally consistent, scalable HR strategies and programs. The role also builds, leads, and continuously evolves a high-performing, globally distributed HR Business Partner organization, establishing a clear standard for exceptional HR business partnership, business acumen, strategic consulting, leadership effectiveness, data fluency, and execution across a complex global environment. This role is remote and based in the United States or Canada.

Requirements

15+ years of progressively responsible Human Resources leadership experience, including significant experience advising and partnering directly with C-suite executives and senior leaders in complex global organizations.
Demonstrated executive presence, judgment, strategic consulting capability, and ability to build trusted relationships, constructively challenge leaders, navigate conflict, and influence decisions across organizational boundaries and cultures.
Demonstrated experience building, leading, coaching, and developing high-performing global HR Business Partner teams, with a track record of increasing HRBP capability, effectiveness, and measurable strategic impact.
Exceptional business and financial acumen, with demonstrated ability to understand business strategy, financial and operating models, market dynamics, customer priorities, and industry trends and translate them into consequential organization, talent, leadership, and workforce decisions.
Deep expertise developing and executing integrated people and organization strategies that directly support business strategy, transformation, growth, and organizational performance, with demonstrated ability to establish outcomes and measure impact.
Significant experience leading complex organization and workforce strategies and transformations, including organization and operating model design, workforce strategy and planning, executive talent and succession, leadership effectiveness, restructuring, and large-scale organizational change.
Demonstrated ability to use workforce data, analytics, business and financial metrics, and external insights to diagnose organizational issues, identify opportunities and risks, challenge assumptions, influence executive decisions, and develop actionable recommendations.
Extensive experience partnering with HR Centers of Excellence and specialist teams to shape enterprise strategies and programs while enabling globally consistent, scalable HR practices and effective execution within the business.
Experience working in technology and large, complex global organizations, with a strong understanding of the pace, organizational dynamics, business models, and talent environment associated with transformation and growth.
Strong global perspective and understanding of HR practices across geographies, with the ability to navigate differing regional and local employment requirements, regulatory environments, cultural considerations, and employee experiences while maintaining enterprise consistency.
Demonstrated ability to understand and leverage AI and emerging technologies to improve insights, decision-making, productivity, and HR effectiveness, as well as to advise leaders on the workforce, skill, organization, and leadership implications of AI-enabled business transformation.
Strong leadership, communication, and interpersonal capabilities, with the ability to operate effectively across cultures, geographies, functions, and organizational levels and to lead through complexity, ambiguity, and competing priorities.
Bachelor’s degree or equivalent relevant experience required.

Nice To Haves

Advanced degree in Human Resources, Business, Organizational Development, or a related discipline.

Responsibilities

Serve as a trusted strategic advisor to C-suite executives and senior business leaders, translating business strategy into functional and/or regional people and organization strategies aligned with the broader People strategy. Serve as the primary HR Business Partner to the Chief Revenue Officer and provide executive-level HR partnership to other C-suite leaders as required.
Develop and drive holistic people and organization strategies addressing organizational effectiveness, talent, leadership, workforce priorities, culture, and transformation. Establish clear outcomes and measures of success, using business and workforce metrics to evaluate impact and adjust strategy as needed.
Challenge and influence executive thinking on complex people, workforce, and organizational decisions, bringing an objective, forward-looking perspective and using business and financial insight, data, and external trends to ensure decisions are evidence-based, scalable, and aligned with enterprise priorities.
Proactively assess organizational health, capability, and effectiveness using workforce data, business metrics, organizational insights, and external benchmarks to identify emerging opportunities and risks and inform decisions regarding organizational capacity, productivity, workforce investment, structure, and talent.
Advise senior leaders on organization and operating model design, workforce strategy and planning, executive talent, succession, leadership pipelines, and leadership effectiveness, ensuring the organization has the capabilities, skills, structure, leadership, and workforce composition required for current and future business needs.
Lead and enable large-scale organizational transformation in partnership with business leaders and HR COEs, including transformation resulting from strategic business decisions, AI and technology adoption, culture change, M&A, restructuring, operating model changes, and other complex initiatives with significant employee and business impact.
Serve as a strategic connector across the enterprise, maintaining an enterprise-wide view of business priorities and partnering across functions, regions, and the People organization to identify interdependencies, drive alignment, resolve competing priorities, and enable coordinated execution.
Establish strong, bidirectional partnerships with HR COEs, bringing business priorities, insights, and emerging needs into enterprise HR strategy and program design while enabling consistent, scalable execution. Influence COE roadmaps and priorities and ensure enterprise solutions address evolving business and workforce needs, avoiding unnecessary customization or bespoke processes.
Build, lead, and continuously evolve a high-performing global HR Business Partner organization following our EPIC leader model, establishing clear direction, an effective HRBP operating model, role expectations, capabilities, and standards for strategic partnership and execution.
Set the standard for exceptional HR business partnership by strengthening business and financial acumen, strategic consulting capability, data fluency, executive influence, and disciplined execution, with a clear expectation that HRBPs deliver measurable business and organizational impact.
Build organizational and leadership capability within the HRBP team through coaching, development, succession planning, talent movement, and consistent adoption of leading practices.
Partner with regional HRBP and site leaders to ensure functional strategies, programs, and processes appropriately address regional business needs, cultural considerations, and local regulatory and compliance requirements while maintaining global consistency.
Cascade enterprise and functional priorities across HRBP teams and ensure alignment among regional HRBP teams, HRBP leaders, COEs, and business leadership.
Provide senior-level consultation on highly sensitive and complex matters, including senior leadership employee relations issues, regulatory investigations, organizational risk, and terminations, exercising sound judgment and engaging appropriate specialist expertise and escalation channels as required.
Act as a visible and influential leader across the People organization, fostering collaboration, strengthening organizational capability, and contributing to the evolution of the broader People strategy, HR operating model, and effectiveness of the People function.
Champion the effective use of technology, AI, data, and emerging practices to improve decision-making and HR effectiveness while partnering with business leaders to understand and address the organizational, workforce, skill, and leadership implications of AI-enabled transformation.