MD HRBP

Job Summary
Lead strategic HR partnerships across the organization, collaborating with senior business leaders to align talent strategy, workforce planning, organizational effectiveness, and employee experience with core business objectives. Provide leadership across the HRBP team while ensuring enterprise HR strategies are translated into actionable people solutions that enable operational excellence and organizational performance.
Responsibilities & Essential Functions
Acts as the primary strategic thought partner and senior HR advisor to business leadership (SVPs and VPs globally), aligning people strategies with business priorities, organizational goals, and workforce needs.
Leads the HRBP team to execute a portfolio of talent projects, including leadership succession, critical capability development, and organizational restructuring and ensure consistent, high-quality delivery of HR services and strategic partnership across the organization.
Partners with business leaders to design and implement high-impact strategic workforce plans, organizational designs, talent planning, succession management, and organizational effectiveness initiatives.
Utilizes a consultative, hypothesis-driven approach to analyze financial, operational, and market data; Identifies root causes of performance gaps, whether they lie in strategy, process, structure, or capability.
Provides leadership and oversight for complex employee and labor relations matters, partnering with Legal, Employee Relations, and business leadership to manage organizational risk.
Serves as the strategic interface to HR COEs and translate enterprise HR strategies, programs, and COE initiatives into business-specific execution plans that meet the unique needs of the organization.
Coaches and advises senior leaders on leadership effectiveness organizational change, team performance, and employee engagement.
Leads organizational change initiatives, ensuring effective communication, stakeholder alignment, and successful adoption of new ways of working.
Acts as a strategic filter between the business and HR, assessing unique divisional requests to prevent the proliferation of bespoke programs, and driving the adoption of existing core enterprise talent solutions for standard operational needs
MINIMUM EDUCATION:
Bachelor's degree/equivalent in Human Resources, Business Administration, Organizational Development, or a related field; advanced degree preferred
MINIMUM EXPERIENCE:
10+ years of progressive experience in strategic HR Business Partner roles, organizational effectiveness, strategic workforce planning, talent strategy, management consulting, corporate strategy, business operations, or business transformation within large, complex organizations.
Proven experience partnering with executive and senior business leaders on workforce strategy, organizational effectiveness, and talent management initiatives
Experience leading HR Business Partner team across multiple business functions or geographies
Demonstrated experience supporting engineering, technical, operations, or corporate business functions preferred
KNOWLEDGE, SKILLS AND ABILITIES:
Core Knowledge & Abilities
Extensive experience serving as a strategic HR Business Partner within large, complex, matrixed organizations.
Proven experience partnering with executive and senior business leaders on workforce strategy, organizational effectiveness, and talent management initiatives.
Strong understanding of organizational design, workforce planning, succession planning, leadership coaching, and employee engagement practices.
Demonstrated success leading teams of HR professionals while balancing strategic partnership with operational HR delivery.
High degree of financial and business acumen with a comfort in dissecting P&L statement, operational models, and strategic plans.
Ability to leverage workforce analytics, business metrics, and organizational insights to influence strategic decision-making.
Preferred Skills
Proven experience designing organizational structures, workforce strategies, and talent plans that enable business performance, organizational effectiveness, and future workforce readiness.
Demonstrated ability to align executive leaders, HR Business Partners, COEs, and business stakeholders around strategic people initiatives, organizational priorities, and workforce decisions.
Experience applying deep understanding of business strategy, financial drivers, and operational priorities to develop practical HR solutions that improve organizational performance.
Proven experience leading organizational change initiatives, including restructures, workforce transitions, leadership alignment, and adoption of new ways of working.
Demonstrated ability to leverage workforce analytics, business metrics, and data-driven insights to inform talent strategies, organizational decisions, and workforce planning recommendations.
Domicile and Work Model
The preferred location for this hybrid position is Memphis, TN. However, we will consider candidates based elsewhere within the United States, excluding Alaska, Hawaii, and U.S. territories. Candidates residing within 50 miles of a FedEx campus will be required to work on-site at a FedEx location several times per week. Relocation will be considered for this role.
Pay Transparency:

USA: $12,476.52/mo - $29,111.88/mo, CO: $12,476.52/mo - $27,898.88/mo, CA: $13,169.66/mo - $22,873.62/mo, NJ: $13,169.66/mo - $21,071.45/mo, ME, OH & VT: $13,169.66/mo - $24,259.90/mo, MN: $13,169.66/mo - $26,685.89/mo, IL & NV: $13,169.66/mo - $27,898.88/mo, MD, NY, VA & WA: $13,169.66/mo - $29,111.88/mo, MA: $13,862.80/mo - $29,111.88/mo, RI: $15,249.08/mo - $26,685.89/mo, CT: $15,249.08/mo - $27,898.88/mo, DC & HI: $15,942.22/mo - $27,898.88/mo, NYC: $15,942.22/mo - $29,111.88/mo
Pay Transparency:
The compensation listed reflects the pay range or rate of pay reasonably expected for this posted position at the posted location or locations. If this opportunity includes multiple job levels, the pay information represents the ranges for each level in that job family. Actual pay is determined by several job-related factors permitted by law and relevant to the position, including, but not limited to, experience relative to the job, tenure, market level, pay at the location for this job, performance, schedule, and work assignment. In California, the compensation listed reflects the range or rate of pay reasonably expected for this posted position upon hire. In New Jersey, any compensable Security and Walk time will be paid to non-exempt/hourly employees at the state minimum wage.
Federal Express Corporation is an Equal Opportunity Employer including, Vets/Disability.
Reasonable accommodations are available for qualified individuals with disabilities throughout the application process. Applicants who require reasonable accommodations in the application or hiring process should contact View email address on nashvillejobsite.com.
Applicants have rights under Federal Employment Laws:
Know Your Rights
Pay Transparency
Family and Medical Leave Act (FMLA)
Employee Polygraph Protection Act
E-Verify Program Participant: Federal Express Corporation participates in the Department of Homeland Security U.S. Citizenship and Immigration Services' E-Verify program (For U.S. applicants and employees only). Please click below to learn more about the E-Verify program:
E-Verify Notice (bilingual)
Right to Work Notice (English) / (Spanish)

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