Human Resources Business Partner, Director

Human Resources Business Partner (HRBP), Director

As the Human Resources Business Partner (HRBP), Director, you will serve as a strategic people partner to business units, delivering counsel, solutions, and programs that strengthen organizational health, enable business performance, and drive employee engagement. You will bring a deep understanding of the full employee lifecycle, partner closely with HR functional areas to ensure a connected and high-quality employee experience, and leverage Workday as a core tool to execute and own talent processes. This role reports to the Head of Employee Services.

Major Accountabilities:

Business Partnership & Employee Relations

• Establish trusted, credible relationships with business leaders, managers, and employees across all levels of the organization.
• Provide expert coaching and consultation on employee relations matters — in partnership with subject matter experts, including Legal and Risk, advise on Bank policy, employment law, and risk mitigation in a regulated environment.
• Serve as a knowledgeable partner on organizational dynamics, team health, culture, and engagement — connecting people insights to business outcomes.
• Partner with the Head of Employee Services and CHRO to ensure all people practices — onboarding, learning, performance management, succession, and talent management — align with the Bank's purpose and values.
• Stay current on the Bank and system's business priorities, opportunities and challenges, and remain engaged with the evolving banking regulatory landscape, FHFA oversight focus areas, and proactively advise on implications for HR practices and compliance.

Employee Lifecycle & Cross-Functional Integration

• Demonstrate a thorough understanding of the end-to-end employee lifecycle — from pre-hire through offboarding — and how each stage contributes to the overall employee experience.
• Serve as an active integrator across HR functional areas (Talent Acquisition, Compensation & Retirement, HRIS, Benefits, Payroll, Talent Management), ensuring employees and managers experience HR as a connected function rather than a collection of siloed teams.
• Partner with HR functional leads to identify lifecycle gaps, surface process inconsistencies, and co-develop solutions that deliver a seamless, high-quality employee experience. Identify, raise and work to solve workflow effectiveness gaps, including opportunities for automation and AI enhancements.
• Act as a primary point of escalation and coordination for complex employee situations that span multiple HR disciplines.

Workday Ownership & Systems Proficiency

• Build strong, credible working relationships with business leaders, managers, and employees at all levels by demonstrating proficiency in Workday navigation and leveraging the system to support HRBP responsibilities—delivering meaningful data and insights without directly owning system processes.
• Partner with HRIS on Workday configuration, reporting, and workflow improvements that support the HRBP function and improve data-driven decision making.
• Use Workday reporting and analytics to surface talent trends, workforce insights, and engagement signals for business leaders and HR leadership.

Talent Management & Performance

• Support the Bank's performance management cycle — including goal setting, mid-year reviews, and year-end calibrations — ensuring consistency and quality across assigned client groups.
• Partner with leaders on succession planning and talent review processes, facilitating Workday-based talent assessments and follow-up development actions.
• Identify high-potential talent, proactively flag retention risks, and partner with Compensation and Talent Management on targeted solutions.
• Support workforce planning efforts in partnership with the Head of Employee Services and business leaders.

Process Improvement & HR Effectiveness

• Bring a process-oriented mindset to HRBP work — identifying inefficiencies, documenting workflows, and driving continuous improvement across HR programs and practices.
• Contribute to HR policy development and ensure consistent, compliant application across assigned business units.
• Support other HR team responsibilities as needed.

Skills/Knowledge:

Required

• 7–10+ years of progressive HR experience, with a demonstrated track record in an HRBP or senior HR generalist role.
• Demonstrated proficiency with Workday, Experience optimizing or improving Workday usage within a client group is strongly preferred.
• Deep knowledge of the full employee lifecycle and the ability to connect individual stages to the broader employee experience.
• Broad HR discipline knowledge spanning employee relations, compensation, benefits, talent management, and talent acquisition.
• Proven ability to influence and partner with senior leaders while maintaining credibility at all levels of the organization.
• Strong process orientation — able to document, improve, and operationalize HR workflows, not just provide advisory support.
• Thorough knowledge of federal and state employment law, EEO requirements, and HR compliance in a regulated environment.
• Exceptional organizational skills with the ability to manage a large, diverse, and concurrent portfolio of priorities.
• Consultative communication style — direct, clear, and able to challenge and advise with insights and confidence.

Preferred

• Experience in financial services, banking, or another highly regulated industry.
• Exposure to AI-assisted HR tools or HR technology modernization initiatives.
• SHRM-SCP, SPHR, or equivalent HR certification.

Critical Competencies:

• Results driven — high-energy, positive, entrepreneurial in spirit while goal-oriented and outcomes-focused.
• Strong business acumen, maturity, and leadership skills — comfortable operating at a strategic level while staying close to execution.
• Communicates effectively — excellent written and verbal communication; good listener, direct, and able to adapt style across audiences.
• Collaborates — strong relationship-building and partnering skills; regarded as a trusted colleague and team integrator across HR and the business.
• Technologically fluent — confident and self-sufficient in HR systems, particularly Workday; actively seeks to leverage technology to improve outcomes.
• Process-minded — approaches HR work with rigor and structure; comfortable building, documenting, and improving processes, not just advising.
• Known reputation for integrity, discretion, and ethics.

SALARY RANGE: $170K - $195K

The Federal Home Loan Bank of San Francisco is committed to the principles of equal opportunity in employment (e.g., employees, applicants) and in contracting (e.g., suppliers, vendors) regardless of race, color, religion, sex, national origin, disability status, genetic information, age, sexual orientation, gender identity, status as a parent, or any other characteristic protected by law. We are committed to cultivating a workplace free of unlawful discrimination, harassment, and retaliation, and are dedicated to fostering vibrant communities by serving as a reliable source of liquidity and resources for affordable housing and economic development.

Salary ranges reflect the base salary that the Bank reasonably expects to pay for a given role and is not inclusive of annual incentive award opportunities, retirement benefits or the value of other health and welfare or other ancillary benefits. We consider many factors when determining base salaries such as individual background and experience, the competitive environment, education, particular skill set(s), and industry and institutional knowledge.

The Bank is committed to offering all team members challenging and engaging work with market competitive pay, retirement, and benefit offerings. In support of this commitment, the Bank routinely engages in market competitive benchmarking surveys and analysis to ensure our team members continue to be paid fairly and competitively.