Director, HR Business Partner

Role Summary The Director, HR Business Partner serves as the senior strategic people leader for several business units within a diversified financial services and asset management organization. This role operates at the intersection of strategy, organizational design, and leadership advisory – supporting assigned lines of business (LOBs) that have been acquired over time and continue to evolve under a unified parent company. The Director, HRBP will drive integrated HR practices across legacy and newly acquired entities, and serve as a trusted advisor to senior executives navigating growth, transformation, and cultural integration. Key Responsibilities Employee Relations & Culture Serve as the senior advisor on high‑risk, sensitive, and precedent‑setting employee matters, ensuring consistency, fairness, and legally sound decision‑making across diverse business environments. Reinforce Employee Relation frameworks that support a unified parent‑company approach while accounting for the unique histories, risk profiles, and operating styles of acquired entities. Design and execute reduction‑in‑force strategies, severance programs, and workforce transitions in alignment with legal requirements, enterprise standards, and business objectives. Provide executive‑level guidance on selection criteria, documentation, communication planning, and risk mitigation to ensure a consistent, compliant, and humane process. Support the development of a unified culture across legacy and newly acquired businesses, promoting inclusion, accountability, and high performance while honoring each entity’s identity. Lead or oversee investigations involving senior leaders, regulatory‑sensitive issues, or cross‑entity implications, ensuring thorough documentation, sound judgment, and alignment with enterprise standards. Coach leaders through difficult conversations, performance challenges, investigations, and organizational changes, building long‑term capability and reducing dependency on HR for routine ER matters. Partner with Head of HRBP, Legal, and business leadership to proactively identify ER trends, emerging risks, and cultural friction points; implement preventative strategies that reduce exposure and strengthen organizational health. HR Operations & Governance Ensure HR practices comply with regulatory requirements and internal governance standards. Monitor HR program effectiveness and implement improvements based on data, feedback, and business needs. Lead or contribute to enterprise‑wide HR initiatives, including policy harmonization, systems integration, and process optimization. Strategic HR Leadership Partner with senior executives across our LOBs to align people strategies with business goals, growth plans, and regulatory expectations. Serve as a data‑driven thought partner, using workforce analytics, talent insights, and industry benchmarks to influence decision‑making. Lead the HR process integration for newly acquired business units, including organizational assessment, integration planning, and change management. Anticipate human capital risks and opportunities, proactively shaping solutions that support long‑term business performance. Organizational Effectiveness & Change Management Assess organizational structures across legacy and acquired LOBs; recommend operating model adjustments to improve efficiency, scalability, and clarity. Guide leaders through complex change, including M&A integration, restructuring, workforce planning, and cultural alignment. Facilitate leadership effectiveness through coaching, feedback, and development planning. Talent Strategy & Workforce Planning Oversee talent management processes including succession planning, performance management, and leadership development. Partner with Centers of Excellence (COEs) to deliver enterprise programs in talent acquisition, learning, and compensation. Identify critical talent gaps across LOBs and collaborate with COEs to design targeted solutions. Qualifications Bachelor’s degree required; advanced degree or HR certification (SPHR, SHRM‑SCP, GPHR) preferred. 10+ years of progressive HRBP experience, with at least 5 years supporting senior executives in financial services, asset management, or similarly regulated industries. Demonstrated success navigating complex, multi‑entity environments – ideally with M&A integration exposure. Strong business acumen with the ability to influence leaders and drive outcomes in a dynamic, fast‑paced environment. Exceptional communication, relationship‑building, and executive coaching skills. Experience leading or indirectly managing HR teams. Benefits and Work‑Life Support ORIX is committed to the health and well‑being of our employees and offers a quality, competitive benefits package that provides valuable healthcare and financial protection. We emphasize a healthy work/life balance with a competitive vacation policy, floating personal holidays, extensive leave options, and our annual observed holidays. Family Care: We offer extensive benefit programs such as infertility coverage, adoption support, child and elder care, fully paid maternity, and generous parental leave. Flexible Work Arrangements: Our hybrid working model requires a 3 day in‑office minimum per week. Equal Employment Opportunity ORIX USA is an equal opportunity employer, providing equal employment opportunities (EEO), and is committed to diversifying its workforce. All employees and applicants for employment will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity or expression, pregnancy, protected veteran status or other status protected by law. This policy applies to all terms and conditions of employment. #J-18808-Ljbffr