Director, HR Business Partner

Director, HR Business Partner

NYC- Hybrid

The Director, HR Business Partner (HRBP) serves as a strategic advisor to senior leaders, aligning people strategies with business goals across business functions.

As a single-incumbent role, the Director will partner closely with leaders in functions that are critical to the organization's long-term sustainability and enterprise effectiveness. The role leads efforts in talent planning, organizational design, workforce strategy, and talent acquisition, acting as a trusted consultant to build high-performing teams, develop future-ready functional talent, and foster an inclusive, engaging workplace culture.

The Director must bring strong HR system fluency and advanced Workday capability—able to independently navigate and leverage the platform without reliance on others. A proactive, self-starter mindset is essential, with the ability to anticipate needs, apply data-driven insights, and deliver results in a fast-paced, complex organizational environment.

The ideal candidate has experience supporting corporate or enterprise functions, with the judgment, adaptability, and influence to address the unique workforce challenges of specialized functional areas.

Position Accountabilities/Competencies include:

• Partner with senior leaders across corporate functions to translate business strategies into targeted workforce and talent plans.
• Serve as a trusted advisor and coach to executives on leadership, culture, and people-related decisions—tailored to the demands of functional and technical teams.
• Leverage Workday insights, applications, and reporting to inform strategy and strengthen decision-making.

Talent Planning & Workforce Strategy

• Support talent reviews, workforce planning, and succession processes to ensure a strong, diverse pipeline of functional and technical talent.
• Monitor and anticipate workforce trends across Finance, IT, Strategy, Legal and other functions to ensure readiness and resilience.
• Partner with leaders on organizational design, team effectiveness, and capability building.
• Use workforce analytics, labor market insights, and Workday data to guide decisions on structure, headcount, and skill requirements.

Talent Acquisition & Development

• Partner with business leaders and the Talent Acquisition team to attract, hire, and onboard top talent – focusing on functional and technical roles.
• Work with leaders to identify skill gaps within corporate teams and drive targeted development initiatives.
• Support leadership in identifying, developing, and retaining high-potential talent, leveraging Workday modules to track and measure outcomes.

Employee Engagement & Culture

• Champion initiatives that enhance employee engagement and retention across corporate functions, reinforcing a positive and supportive workplace culture.
• Proactively address employee relations trends, partnering with leaders to ensure a fair, inclusive, and productive work environment.

Operational Excellence

• Ensure HR programs and processes are consistently applied across corporate functions, aligned with organizational policies and values.
• Provide guidance on compensation, performance, and employee relations matters, in partnership with HR leadership and with a focus on the nuances of corporate roles.
• Demonstrate a self-starter approach, anticipating needs and driving execution of HR initiatives with minimal guidance.

Job Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred.
• 8+ years of progressive HR experience, including 5+ years as an HR Business Partner supporting senior leaders. Experience working with corporate or enterprise functions strongly preferred.
• Demonstrated success in talent planning, workforce strategy, and organizational design.
• Strong knowledge of talent acquisition, development, and performance management practices, with direct experience supporting corporate teams.
• Proven HR system proficiency with Workday user knowledge required (e.g., reporting, analytics, and performance modules).
• Recognized self-starter with the ability to operate with independence, anticipate organizational needs, and proactively deliver solutions.
• Exceptional business acumen, consulting, and relationship management skills.
• Ability to influence and build credibility with senior executives, particularly in corporate functional leadership.

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