Senior Director, HR Business Partner

The Senior Director of Human Resources serves as the executive HR leader for multi-site branch locations across the Northeast Division, driving enterprise-aligned people strategy at scale. This role is a key member of the Northeast Division leadership team and a strategic partner to senior executives, accountable for translating business priorities into integrated workforce strategies that accelerate growth, operational excellence, and organizational performance.

The Senior Director provides oversight of regional HR operations while shaping long-term talent strategy, organizational design, succession planning, culture transformation, and risk mitigation. This leader ensures alignment between divisional execution and enterprise HR strategy, serving as the primary escalation point for complex people matters and acting as a change architect during periods of growth, restructuring, and transformation.

QXO is a leading distributor and installer of building products serving an $800 billion market. The company’s mission is to modernize the building products industry through advanced technology and a best-in-class customer experience. QXO is North America’s largest distributor and installer of insulation, the second-largest distributor of roofing products, the second-largest publicly traded distributor of lumber and building materials, and the largest distributor of waterproofing products. The company is targeting $50 billion in annual revenue within the decade through accretive acquisitions and organic growth. For more information, visit QXO.com.

Key Responsibilities

Executive Leadership & Enterprise Business Partnership

• Serve as the senior HR advisor to Northeast Division leadership, Regional Vice Presidents, and executive stakeholders, influencing business strategy through workforce insights and organizational planning.
• Develop and execute a multi-year divisional people strategy aligned to enterprise objectives, growth targets, and operational priorities.
• Partner with executive leadership to drive organizational design, workforce optimization, succession planning, and leadership capability development.
• Lead strategic workforce planning across 100+ locations, ensuring scalability, talent pipeline strength, and operational readiness.
• Leverage advanced HR analytics and predictive workforce data to inform executive decision-making and improve business outcomes.

Organizational Effectiveness & Transformation

• Lead large-scale change initiatives including restructuring, acquisitions, integrations, workforce realignment, and cultural transformation.
• Drive continuous improvement of talent systems, performance frameworks, and leadership accountability standards.
• Identify organizational capability gaps and implement enterprise-aligned solutions to strengthen leadership bench strength and succession depth.
• Partner cross-functionally with Operations, Finance, Legal, and Corporate HR to ensure cohesive execution of strategic initiatives.

Employee Relations, Risk & Governance

• Provide executive oversight of high-risk employee relations matters, ensuring consistency, legal compliance, and risk mitigation.
• Establish governance standards and compliance frameworks to ensure adherence to federal, state, and local employment regulations.
• Partner with Legal and Compliance to proactively mitigate organizational risk and protect the company's reputation.
• Oversee crisis management and sensitive workforce issues with executive-level judgment and discretion.

Talent Strategy & Leadership Development

• Architect and lead comprehensive divisional talent strategies encompassing acquisition, development, engagement, retention, and succession.
• Champion executive and high-potential leadership development initiatives in partnership with Corporate Learning & Development teams.
• Elevate performance management systems to drive accountability, high performance, and measurable business impact.
• Ensure fair, consistent, and inclusive talent practices are embedded into leadership expectations and people processes.

Culture, Engagement & Executive Communication

• Shape and reinforce a high-performance, people-centric culture aligned with enterprise values and growth objectives.
• Serve as a visible culture leader across the Northeast Division , reinforcing leadership standards and employee engagement priorities.
• Translate employee engagement data into actionable executive-level strategies that improve retention, productivity, and morale.
• Provide executive communications support and messaging alignment during change initiatives and strategic rollouts.

Regional HR Operations & Financial Stewardship

• Lead and develop a team of HR Business Partners and HR leaders supporting the Northeast Division , building succession depth and leadership capability within the function.
• Oversee divisional HR budget planning, workforce cost modeling, and resource allocation in partnership with Finance.
• Ensure operational alignment with Corporate HR Centers of Excellence (Compensation, Benefits, Talent Acquisition, HRIS, Total Rewards).

Education & Experience

• Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree strongly preferred.
• 12-15+ years of progressive HR leadership experience, including senior-level regional or multi-site oversight.
• Demonstrated experience supporting large, geographically dispersed workforces (100+ locations preferred).
• SHRM-SCP, SPHR, or equivalent senior-level certification strongly preferred.
• Proven track record of influencing executive leadership and driving enterprise-scale initiatives.

• 401(k) with employer match 
• Medical, dental, and vision insurance 
• PTO, company holidays, and parental leave 
• Paid training and certifications 
• Legal  assistance and identity protection 
• Pet insurance 
• Employee assistance program (EAP)

QXO is an Equal Opportunity Employer. We value diversity and do not discriminate  on the basis of race, color, religion,  gender or sexual orientation , national origin, age, disability, or any other protected status.

To comply with Pay Transparency laws, employers must disclose an annual salary range. Actual offers depend on factors such as location, experience, skills, and market data. This position may also offer variable compensation.

Salary Range: