Director, HRBP & Talent

Role Description

The Director, HRBP & Talent is responsible for leading a regional team of HR Business Partners and HR specialists, as well as providing strategic oversight of the Talent Acquisition function, to deliver people strategies aligned with Sirva’s business objectives. This role ensures HR initiatives effectively support organisational and workforce development, talent attraction and retention, leadership capability, and organisational effectiveness. As a key strategic partner to senior leaders, the Director plays a pivotal role in shaping an engaging, inclusive, and high‑performance culture, while ensuring compliance with HR policies, employment legislation, and best practices across all regions.

This role is critical to building a best‑in‑class HR function. One that attracts, develops, and retains top talent through integrated, forward‑looking HR and talent strategies. The Director is accountable for optimising end‑to‑end people processes, leveraging data‑driven insights, and embedding a culture of continuous improvement. The position drives initiatives that enhance employee experience, workforce agility, and organisational resilience, positioning HR and Talent as true enablers of business success.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 7+ years of progressive HR experience, including senior HR leadership roles.
• Proven experience leading HR Business Partner teams in a complex, fast‑paced environment.
• Demonstrated experience overseeing or partnering closely with Talent Acquisition functions.
• Strong strategic thinking, leadership, and coaching capability.
• Ability to influence and build trusted relationships with senior leaders and key stakeholders.
• Deep knowledge of HR best practices, workforce planning, and employment legislation.
• Strong analytical skills with experience using HR data to drive decisions.
• Comfortable working with HR and TA technologies and driving process improvement.

Requirements

• Develop and execute integrated HR and talent strategies aligned to Sirva’s business and growth objectives.
• Lead, coach, and develop the HRBP team to deliver high‑quality, scalable people solutions.
• Provide strategic oversight of the Talent Acquisition team, ensuring alignment between workforce planning, hiring strategy, and broader organisational priorities.
• Serve as a trusted advisor to senior leaders on organisational design, talent strategy, workforce planning, and change.
• Partner with business leaders to diagnose workforce challenges and opportunities and translate these into actionable people strategies.
• Lead workforce and talent planning activities, including succession planning and leadership pipeline development.
• Ensure strong alignment between business needs, talent acquisition plans, and internal talent development efforts.
• Apply data‑driven insights to improve productivity, engagement, and retention.
• Provide leadership and governance for the regional Talent Acquisition team, ensuring delivery of a consistent, high‑quality, and inclusive hiring experience.
• Set direction for talent attraction strategies, employer branding, and sourcing approaches in partnership with Marketing and business leaders.
• Ensure hiring practices are efficient, scalable, and aligned with future workforce needs.
• Monitor recruitment effectiveness through key metrics (time to fill, quality of hire, diversity outcomes) and drive continuous improvement.
• Champion an inclusive, values‑driven, and engaging employee experience.
• Oversee initiatives that support employee engagement, wellbeing, and career development across the employee lifecycle.
• Lead and resolve complex employee relations matters, balancing risk mitigation with a fair and consistent employee experience.
• Guide the HRBP team in delivering effective performance, talent, and succession management programmes in partnership with the Talent Management & Development Director.
• Support leadership development, career pathways, and capability‑building initiatives.
• Lead and support change management efforts associated with organisational growth, transformation, and operating model evolution.
• Ensure HR policies, practices, and processes comply with employment legislation and internal governance standards.
• Provide oversight for employee relations, investigation processes, and compliance initiatives.
• Promote a fair, equitable, and compliant work environment across the region.
• Leverage HR and talent data to inform strategic decisions and workforce planning.
• Oversee the effective use of HR and TA technology to streamline processes and enhance the employee and candidate experience.
• Analyse trends and insights to proactively identify risks, opportunities, and improvement areas across HR and Talent.

Benefits

• Comprehensive benefits package that includes Medical, Dental, Vision, 401(k), FSA/HSA, Employer HSA Match, Life & Disability Insurance, Paid Time Off, Volunteer Time Off, ID Theft Protection Plan and more.
• Benefits are based on employment status and may not be available for temporary or non full-time employees.
• Salary ranges may vary based on location, market conditions, and other factors such as experience and qualifications.
• The final compensation will be determined during the hiring process based on these considerations.
• For positions available outside the United States, salaries will take into account local currency and market conditions, which may differ from the USD salary range.