Director, People Business Partner

The shape of it

In the posting’s own words

You will help leaders understand and address their organizational and talent needs, make informed people decisions, and build teams that can scale with the business. This role requires someone who can advise senior leaders, lead through others, and remain close enough to the work to ensure plans are practical and executed well.

What it asks for · 12

• An experienced People leader with at least 10 years of progressive HR or People Business Partner experience, including at least five years leading a team
• Experienced leading and developing People Business Partners in a complex, fast-growing organization
• A trusted partner to senior leaders, with the judgment and credibility to influence decisions on significant organizational and talent matters
• Experienced supporting global G&A functions is preferred but not required
• Experience in a high-growth technology or public company is preferred but not required
• Deeply experienced in organizational design, workforce planning, talent management, performance management, compensation, change management, and employee relations
• Able to translate business priorities into clear people plans and follow through on execution
• Highly analytical and able to use data to identify issues, test assumptions, and recommend action
• Comfortable navigating ambiguity, competing priorities, and sensitive situations without losing momentum or attention to detail
• A strong coach who can develop leaders, managers, and members of your own team
• Clear and direct in your communication, with the ability to influence while maintaining strong working relationships
• Able to move between broader organizational needs and the hands-on demands of a fast-paced business

What the job covers

• Lead and develop a team of People Business Partners, setting clear priorities, expectations, and standards for the team
• Partner with senior leaders across G&A on organizational and people-related matters, including performance, talent, compensation, employee relations, and organizational development
• Develop a deep understanding of the priorities, operating models, and talent needs across the organizations you support
• Help leaders design their organizations, clarify roles and accountabilities, plan for future talent needs, and manage organizational change
• Partner with G&A leaders to continue driving the organization’s AI transformation, including the implications for how work gets done, the capabilities teams need, and how organizations are designed
• Lead workforce and headcount planning in partnership with Finance, Recruiting, and business leaders
• Advise leaders on talent and succession planning, performance management, retention, leadership effectiveness, and employee engagement
• Use people and business data to identify trends, surface risks, and recommend action
• Coach leaders and managers on how to lead effectively, raise performance standards, and build strong teams
• Oversee complex and sensitive employee relations matters, balancing business needs, employee experience, consistency, and risk
• Partner with People Centers of Excellence and Recruiting to develop and deliver programs that address the needs of G&A while supporting consistent company-wide practices
• Ensure core People processes—including performance feedback, talent review, compensation, and engagement planning—are executed effectively across the organizations you support

Tools and skills named

Words the posting leans on

• people19×
• leaders14×
• business13×
• partner11×
• organizations8×
• talent8×
• organizational7×
• lead6×
• people business6×
• build5×
• develop5×
• performance5×
• support5×
• business partners4×
• experience4×
• experienced4×

Counted from the posting after the mission statement and the legal notices are set aside. The ones near the top are the ones a screener is looking for.

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