HRBP Director I

Job Responsibilities

Strategic HR Leadership

Partner with the executive team to translate business strategy into people strategy, including workforce planning, org design, and change management

Act as a trusted advisor to senior leaders on organizational structure, team effectiveness, and leadership development

Lead the annual talent planning cycle, including performance management, succession planning, and compensation review

Employee Relations & Compliance

Oversee employee relations casework, ensuring fair, consistent, and legally sound resolution of workplace issues

Ensure compliance with federal, state, and local employment law across all markets where Everlane operates (retail, corporate, distribution)

Own HR policy development and ensure alignment with California labor law and multi-state retail employment requirements

Talent & Organizational Development

Design and implement programs for leadership development, manager effectiveness, and career pathing

Partner with Talent Acquisition on workforce planning for both corporate and retail/store roles

Build scalable onboarding, performance management, and engagement programs that flex across HQ and retail environments

Total Rewards & HR Operations

Partner with Total Rewards on compensation strategy, benchmarking, and pay equity analysis

Oversee HRIS data integrity, reporting, and people analytics to inform decision-making

Manage HR budget for the function and vendor relationships (benefits, LOA administration, HR systems)

Job Requirements

10+ years of progressive HR experience, including 3+ years in a director-level or equivalent strategic leadership role

Experience supporting a multi-channel retail or consumer brand (corporate + retail/store operations strongly preferred)

Deep knowledge of California employment law; multi-state experience is a plus

Track record of building and scaling HR programs in a high-growth or transforming organization

Strong employee relations judgment and experience managing complex, sensitive casework

Experience partnering with executive stakeholders and influencing without direct authority

Data-informed approach to HR - comfortable with HRIS systems, people analytics, and translating data into recommendations

Bachelor''s degree required; SPHR/SHRM-SCP or advanced degree a plus