Senior Director, Human Resources

Work with a Top 20 CPA and advisory firm that Accounts for Anything. Key Responsibilities Set the vision and strategic roadmap for the HR Business Partner function, aligned to Aprio’s business strategy, growth plans, and People + Culture priorities. Lead the evolution of the HR BP operating model, clarifying the shift to strategic, judgment-heavy business partnership. Translate future-state HR BP capabilities into clear expectations, success measures, and development priorities for the team. Lead, coach, and develop the HR Business Partner team, with a strong focus on capability building, talent assessment, and succession planning. Assess current HR BP talent and identify strengths, gaps, and targeted development actions to support the future-state model. Establish a culture of accountability, continuous improvement, and strategic impact across the HR BP team. Act as a thought partner and coach to HR Business Partners on complex people decisions, organizational challenges, and leader dynamics. Serve as the HR Business Partner for a defined client population, partnering with senior leaders to align people strategy with business outcomes. Advise leaders on organization design, workforce planning, leadership effectiveness, and change management. Use business context, workforce insights, and data to inform recommendations and drive sound people decisions. Ensure consistent, principled application of people processes while exercising sound judgment in complex situations. Own the strategic evolution and continuous improvement of core talent management processes, including performance management, talent assessment, succession planning, promotions, and workforce planning. Evaluate the effectiveness of talent processes using data, leader feedback, and team member experience to drive simplification, clarity, and impact. Partner across People + Culture to design scalable, business-aligned talent processes that enable strong decision-making and leader accountability. Ensure HR Business Partners are equipped to move beyond process administration to strategic talent advising. Requirements Significant experience in HR Business Partner or People leadership roles within complex, growth-oriented organizations. Demonstrated success leading and evolving HR or People teams through periods of change. Strong business acumen and executive-level communication and influencing skills. Strategic, enterprise-minded leader with the ability to translate vision into actionable roadmaps and measurable outcomes. Deep understanding of how businesses operate, including financial, operational, and growth dynamics. Proven ability to assess and develop talent, build leadership capability, and lead teams through transformation. Strong expertise across people and talent processes, with a focus on continuous improvement and scalability. Highly collaborative leader who builds trust and influence across People + Culture and the broader Aprio organization. #J-18808-Ljbffr