Director, HR Business Partner (Seattle)

QXO is North America’s largest distributor and installer of insulation; second-largest distributor of roofing products; second-largest publicly traded distributor of lumber and building materials; and largest distributor of waterproofing products. QXO is the fastest growing company in the $800 billion building products distribution industry and plans to become the tech-enabled leader by delivering best-in-class customer satisfaction and outsized returns for its shareholders. The company is targeting $50 billion in annual revenue within the next decade through accretive acquisitions and organic growth. Visit QXO.com for more information. 

Position Summary

The Director, HR Business Partner (HRBP) for IT, Technology, and Infrastructure serves as a strategic advisor to senior technology and infrastructure leaders. Aligning people strategy with business priorities in complex, fast‑evolving environments. This role is a hands-on, data-driven partner who influences organizational design, workforce planning, leadership capability, and transformation initiatives to enable long-term scalability and operational excellence. Not a traditional HR support function.

Key Responsibilities

Strategic Partnership & Enterprise Business Alignment 

• Partner with CIO, CTO, and Supply Chain leadership to translate business and technology strategies into actionable people plans, aligning workforce strategy to product roadmaps, infrastructure priorities, and operational goals.
• Develop and execute a multi-year people strategy aligned to enterprise objectives, growth targets, and operational priorities.
• Partner with executive leadership to drive organizational design, workforce optimization, succession planning, and leadership capability development.
• Leverage advanced HR analytics and predictive workforce data to inform executive decision-making and improve business outcomes.
• Provide a clear point of view and challenge senior leaders to drive accountability, organizational effectiveness, and talent outcomes.

Organizational Design & Transformation

• Lead large-scale change initiatives including restructuring, acquisitions, integrations, workforce realignment, and operating model transformation.
• Drive continuous improvement of talent systems, performance frameworks, and leadership accountability standards.
• Identify organizational capability gaps and implement enterprise-aligned solutions to strengthen leadership bench strength and succession depth.
• Build and lead scenario-based workforce planning tied to investment strategy, cost optimization, and roadmap delivery.
• Partner with business and finance leaders to inform build vs. buy vs. outsource workforce decisions.
• Partner cross-functionally with Operations, Finance, Legal, and Corporate HR Centers of Excellence (Total Rewards, Talent Acquisition, HR Ops, Learning & Development) to ensure cohesive execution of strategic initiatives.

Talent Strategy & Leadership Development

• Architect and lead comprehensive regional talent strategies encompassing acquisition, development, engagement, retention, and succession.
• Champion executive and high-potential leadership development initiatives in partnership with corporate Learning & Development teams.
• Elevate performance management systems to drive accountability, high performance, and measurable business impact.
• Ensure diversity, equity, inclusion, and belonging strategies are embedded into talent systems and leadership expectations.

Culture, Engagement & Employee Relations

• Shape and reinforce a high-performance, people-centric culture aligned with enterprise values.
• Translate employee engagement insights into executive-level actions that improve retention, productivity, and morale.
• Provide executive communications support during change initiatives and strategic rollouts. Lead and advise on complex employee relations matters, balancing business needs.

• Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree strongly preferred.
• 10-12 years of progressive HR leadership experience, including senior-level partnership.
• 5+ years of supporting technical executives, understanding technical teams complexity, and experience with high-growth engineering organizations. 
• Experience supporting engineering, product, or infrastructure organizations (Agile, DevOps, SRE environments).
• Understanding of competitive technical talent markets and hiring strategies.
• Experience supporting organizations undergoing significant transformation (e.g., ERP implementations, scaling, or operational change).
• Ability to operate effectively in high-growth, ambiguous, and fast-paced environments
• Demonstrated ability to operate as a strategic partner to executive leadership, with a track record of influencing difficult decisions.

• Base pay range: $189,000 - $220,000
• Annual performance bonus
• Long term incentive (equity/stock)
• 401(k) with employer match
• Medical, dental, and vision insurance
• PTO, company holidays, and parental leave
• Paid Time Off/Paid Sick Leave: Applicants can expect to accrue 15 days of paid time off during their first year (4.62 hours for every 80 hours worked) and increased accruals after five years of service.
• Paid training and certifications
• Legal assistance and identity protection
• Pet insurance
• Employee assistance program (EAP)

QXO is an Equal Opportunity Employer. We value diversity and do not discriminate on the basis of race, color, religion, gender or sexual orientation, national origin, age, disability, or any other protected status. 

To comply with Pay Transparency laws, employers must disclose an annual salary range. Actual offers depend on factors such as location, experience, skills, and market data. This position may also offer variable compensation.

Please contact careers@QXO.com if you have any questions related to this job posting.