Director, HR Business Partner

The Director, Human Resources Business Partner (HRBP) is a senior strategic leader responsible for aligning and executing human capital strategies in support of business objectives across designated client groups. This role serves as a trusted advisor to executive leadership, translating business priorities into forward-looking HR strategies that drive organizational effectiveness, talent outcomes, and business performance.

The Director partners closely with HR Centers of Excellence (COEs) and business leaders to design and deliver scalable, high-impact people solutions. This role operates with a high degree of autonomy, leads complex initiatives, and is responsible for developing HR talent while elevating the overall effectiveness and reputation of the HR function.

Strategic Business Partnership & Executive Influence

• • Serve as a trusted advisor to senior and executive leaders, shaping business strategy through a people lens
  • Align HR strategy with business objectives, ensuring integration across workforce planning, talent, and organizational priorities
  • Provide proactive, data-driven insights to influence decision-making and drive business outcomes
  • Maintain deep understanding of business strategy, financial performance, and market dynamics
    Build strong, trust-based relationships and establish HR as a valued strategic partner

Workforce Strategy & Organizational Effectiveness

• • Lead development and execution of comprehensive workforce strategies aligned to short- and long-term business goals
  • Drive organizational design, restructuring, and operating model evolution to enable scalability and performance
  • Identify organizational gaps and implement solutions to enhance productivity, engagement, and effectiveness
  • Champion and embed a high-performance, inclusive culture across the organization

Talent Management & Leadership Development

• • Partner with L&D and business leaders to design and execute end-to-end talent strategies, including succession planning, leadership development, and talent reviews
  • Build strong leadership pipelines and accelerate the development of high-potential talent
  • Lead performance management, compensation, and engagement initiatives—leveraging survey insights—to align with business goals and reinforce a pay-for-performance culture

Change Leadership & Transformation

• • Lead complex change initiatives including organizational transformations and strategic workforce shifts
  • Partner with business leaders to design and implement change strategies that drive adoption and minimize disruption

Employee Relations, Risk & Compliance

• • Provide strategic oversight of complex employee relations matters, ensuring fair, consistent, and compliant outcomes while mitigating organizational risk
  • Partner with Legal and Risk to ensure adherence to employment laws, regulations, and internal policies
  • Leverage data and trend analysis to identify systemic issues and implement proactive, innovative solutions that evolve HR support for the business

HR Program Leadership, COE Partnership & Business Impact

• • Lead and deliver enterprise and business-unit HR programs in partnership with COEs, driving measurable business impact and aligning to evolving organizational needs
  • Translate insights and people analytics into actionable strategies that improve talent, organizational outcomes, and decision-making
  • Continuously optimize HR processes, systems, and employee experience to enhance efficiency and effectiveness
  • Strengthen the HR function’s brand, capability, and influence across the organization

Team Leadership & Capability Building

• • Lead, coach, and develop a team of HR Business Partners and Generalists, setting clear expectations and driving high performance
  • Build organizational capability within the HR function, fostering a culture of continuous learning and excellence
  • Serve as a role model for HR leadership, collaboration, and innovation

Education

• • Bachelor's Degree (or equivalent experience) in Business, Human Resources, or a related field

Experience

• • 10+ combined years of experience spanning the following areas:
    • Progressive HR experience, including significant HR Business Partner leadership
    • Proven experience supporting senior and executive leaders in complex, dynamic environments
    • Experience in developing and executing HR strategies that drive business results
    • Experience in organizational design, talent management, employee relations, and change management
    • Experience leading teams and developing HR talent
  • HRIS System proficiency (we use Dayforce)

Other Skills, Knowledge, and Abilities

• • Proven ability to influence and advise senior leaders in complex, matrixed environments, leveraging data-driven insights and strong executive relationships to shape business outcomes
  • Highly analytical and strategic thinker with advanced problem-solving capabilities and a strong data orientation
  • Trusted, credible advisor who builds deep relationships and operates as a proactive thought partner across all levels of the organization
  • Demonstrated success leading enterprise change and navigating ambiguity in fast-paced, evolving environments
  • Deep expertise in employee relations, exercising sound judgment to balance business objectives with employee advocacy and risk mitigation
  • Ability to operate at both strategic and execution levels, driving vision while remaining close to delivery and outcomes
  • Exceptional communication and interpersonal skills, with the ability to influence, align, and inspire diverse stakeholders
  • Strong organizational and prioritization skills, effectively managing multiple, high-impact initiatives with independence and discipline
  • Skilled coach to senior leaders and managers, driving leadership effectiveness, capability building, and high-performance team outcomes
  • In-depth knowledge of employment law and HR compliance
  • Strong analytical, consulting, and influencing skills
  • Strong business acumen and ability to connect HR strategy to financial and operational outcomes

This role will be a hybrid role. Subject to business needs, employees may work remotely up to two days per week. Assigned office days will be determined by your manager. #LI-Hybrid

Base Salary

• • The targeted base salary range for this position is $165,000 - $190,000 per year.
  • Base salary is determined by the education, experience, knowledge, skills, and abilities of the successful candidate, as well as factors such as internal equity, cost of labor in the hiring location, and alignment with market data.

Additional Compensation

• • This position is eligible for a 30% bonus at 100% of target, with the opportunity to achieve above 100% dependent on company performance and in alignment with company bonus plans.
  • Bonus awards are discretionary and contingent upon individual performance as well as Brother achieving its corporate objectives, in accordance with the applicable bonus plan in effect.