Director, HR Business Partner

Role Overview The Director, Human Resources Business Partner (HRBP) is a senior strategic leader responsible for aligning and executing human capital strategies in support of business objectives across designated client groups. This role serves as a trusted advisor to executive leadership, translating business priorities into forward‑looking HR strategies that drive organizational effectiveness, talent outcomes, and business performance. The Director partners closely with HR Centers of Excellence (COEs) and business leaders to design and deliver scalable, high‑impact people solutions. This role operates with a high degree of autonomy, leads complex initiatives, and is responsible for developing HR talent while elevating the overall effectiveness and reputation of the HR function. Duties & Responsibilities Strategic Business Partnership & Executive Influence Serve as a trusted advisor to senior and executive leaders, shaping business strategy through a people lens Align HR strategy with business objectives, ensuring integration across workforce planning, talent, and organizational priorities Provide proactive, data‑driven insights to influence decision‑making and drive business outcomes Maintain deep understanding of business strategy, financial performance, and market dynamics; build strong trust‑based relationships and establish HR as a valued strategic partner Workforce Strategy & Organizational Effectiveness Lead development and execution of comprehensive workforce strategies aligned to short‑and long‑term business goals Drive organizational design, restructuring, and operating model evolution to enable scalability and performance Identify organizational gaps and implement solutions to enhance productivity, engagement, and effectiveness Champion and embed a high‑performance, inclusive culture across the organization Talent Management & Leadership Development Partner with L&D and business leaders to design and execute end‑to‑end talent strategies, including succession planning, leadership development, and talent reviews Build strong leadership pipelines and accelerate the development of high‑potential talent Lead performance management, compensation, and engagement initiatives—leveraging survey insights—to align with business goals and reinforce a pay‑for‑performance culture Change Leadership & Transformation Lead complex change initiatives including organizational transformations and strategic workforce shifts Partner with business leaders to design and implement change strategies that drive adoption and minimize disruption Employee Relations, Risk & Compliance Provide strategic oversight of complex employee relations matters, ensuring fair, consistent, and compliant outcomes while mitigating organizational risk Partner with Legal and Risk to ensure adherence to employment laws, regulations, and internal policies Leverage data and trend analysis to identify systemic issues and implement proactive, innovative solutions that evolve HR support for the business HR Program Leadership, COE Partnership & Business Impact Lead and deliver enterprise and business‑unit HR programs in partnership with COEs, driving measurable business impact and aligning to evolving organizational needs Translate insights and people analytics into actionable strategies that improve talent, organizational outcomes, and decision‑making Continuously optimize HR processes, systems, and employee experience to enhance efficiency and effectiveness Strengthen the HR function’s brand, capability, and influence across the organization Team Leadership & Capability Building Lead, coach, and develop a team of HR Business Partners and Generalists, setting clear expectations and driving high performance Build organizational capability within the HR function, fostering a culture of continuous learning and excellence Serve as a role model for HR leadership, collaboration, and innovation Experience & Qualifications Education Bachelor's Degree (or equivalent experience) in Business, Human Resources, or a related field Experience 10+ combined years of experience in progressive HR experience, including significant HR Business Partner leadership 10+ combined years of experience supporting senior and executive leaders in complex, dynamic environments 10+ combined years of experience developing and executing HR strategies that drive business results 10+ combined years of experience in organizational design, talent management, employee relations, and change management 10+ combined years of experience leading teams and developing HR talent HRIS System proficiency (Dayforce) Other Skills, Knowledge, and Abilities Proven ability to influence and advise senior leaders in complex, matrixed environments, leveraging data‑driven insights and strong executive relationships to shape business outcomes Highly analytical and strategic thinker with advanced problem‑solving capabilities and a strong data orientation Trusted, credible advisor who builds deep relationships and operates as a proactive thought partner across all levels of the organization Demonstrated success leading enterprise change and navigating ambiguity in fast‑paced, evolving environments Deep expertise in employee relations, exercising sound judgment to balance business objectives with employee advocacy and risk mitigation Ability to operate at both strategic and execution levels, driving vision while remaining close to delivery and outcomes Exceptional communication and interpersonal skills, with the ability to influence, align, and inspire diverse stakeholders Strong organizational and prioritization skills, effectively managing multiple, high‑impact initiatives with independence and discipline Skilled coach to senior leaders and managers, driving leadership effectiveness, capability building, and high‑performance team outcomes In‑depth knowledge of employment law and HR compliance Strong analytical, consulting, and influencing skills Strong business acumen and ability to connect HR strategy to financial and operational outcomes Additional Details for This Role This role will be a hybrid role. Subject to business needs, employees may work remotely up to two days per week. Assigned office days will be determined by your manager. #LI-Hybrid Base Salary The targeted base salary range for this position is $165,000 - $190,000 per year. Base salary is determined by the education, experience, knowledge, skills, and abilities of the successful candidate, as well as factors such as internal equity, cost of labor in the hiring location, and alignment with market data. Additional Compensation 30% bonus at 100% of target, with the opportunity to achieve above 100% dependent on company performance. Bonus awards are discretionary and contingent upon individual performance as well as Brother achieving its corporate objectives, in accordance with the applicable bonus plan in effect. Our Benefits We offer a comprehensive benefits package with diverse plan options to meet your family’s needs, including health, vision, and dental insurance—all effective from day one of employment. Under our 401(k) retirement savings plan, we match up to 100% of the first 4% of employee contributions, with employer matches vesting immediately. Additionally, we offer an educational assistance program that reimburses up to 100% of tuition, lab fees, textbooks, and other related expenses for qualifying programs. Equal Opportunity Employer (EOE) Statement Brother International Corporation (\"Brother\") is an equal opportunity employer and makes employment decisions without regard to race, color, religion, sex, disability, or any other characteristic protected by applicable local, state or federal laws. Brother is committed to providing reasonable accommodations to individuals with disabilities throughout the application or interview process. If you need an accommodation, please contact us at View email address on click.appcast.io. #J-18808-Ljbffr Brother International Corporation