Position Summary:
Our client, a global, multi-site retail and consumer services organization, is seeking a Director of HR Business Partners to lead and elevate the HRBP function across both retail field operations and corporate teams.
This individual will provide leadership to a team of HR Business Partners supporting a large, distributed workforce, while also serving as the primary HR partner to key corporate stakeholders based in the MA support center.
The role is critical in ensuring consistent execution of HR programs across the business while advancing more strategic capabilities including organizational design, workforce planning, talent development, and leadership effectiveness.
This individual will act as a key connector between the business, HR Centers of Excellence, and executive leadership, helping to build a more structured, scalable, and high-impact HR function.
Absolute Minimum Must-Have’s / Experience / Requirements:
- Bachelor’s degree in Human Resources, Business, or related field
- 8+ years of progressive HR experience, including HRBP leadership and team management
- Experience supporting both field-based (retail, multi-site, or distributed workforce) and corporate environments
- Demonstrated experience leading and developing HR Business Partner teams
- Strong expertise in employee relations, performance management, and organizational design
- Working knowledge of multi-state employment law and compliance
- Proven ability to influence and partner with senior leadership and executives
- Strong business acumen with ability to align HR strategy to operational outcomes
Key Responsibilities:
- Lead, coach, and develop a team of HR Business Partners supporting retail field operations
- Ensure consistent execution of HR programs, policies, and practices across all regions
- Partner with field leadership to drive performance, engagement, and operational effectiveness
- Establish and standardize HRBP tools, processes, and rhythms (business reviews, talent planning, ER approach)
- Monitor and analyze workforce metrics (turnover, engagement, employee relations trends) and drive action plans
- Serve as the primary HR Business Partner to corporate leadership teams (Finance, Marketing, Operations, etc.) Note we will have an HRBP for these functions
- Partner with executives on organizational design, workforce planning, and talent strategies
- Provide coaching to leaders on performance management, employee relations, and leadership effectiveness
- Lead corporate talent reviews, succession planning, and leadership development efforts
- Support enterprise change management initiatives tied to business priorities
- Partner with HR Centers of Excellence (Talent, Total Rewards) to deliver integrated solutions
- Drive enterprise talent initiatives including performance management, engagement, and development programs
- Support and strengthen leadership development pipelines across field and corporate populations
- Champion diversity, equity, and inclusion initiatives across the organization
Working Relationships:
HR Leadership Team, Retail Operations, Corporate Leadership (Finance, Marketing, Operations), Total Rewards, Talent/TA, Training, IT, External Vendors
Key Desired Business Outcomes
Desired Business Outcomes / Key Accomplishments
How success will be measured within the first 180 days
- Build strong relationships with HRBP team, field leadership, and corporate stakeholders
- Gain full understanding of current HRBP structure, coverage model, and gaps
- Establish consistency in HRBP support across regions and functions
- Begin standardizing key processes (talent reviews, performance management, ER approach)
- Provide hands-on support to leadership on immediate employee relations and organizational needs
- Identify opportunities to improve HRBP effectiveness, alignment, and scalability
Desired Business Outcomes / Key Accomplishments
How success will be measured within the first 365 days
- Fully establish a scalable, consistent HRBP operating model across field and corporate
- Strengthen leadership capability and talent pipelines across the organization
- Improve key workforce metrics (turnover, engagement, performance outcomes)
- Elevate HRBP team capability through coaching, development, and clear expectations
- Partner with leadership to drive more proactive, strategic workforce planning and organizational design
- Ensure HR is viewed as a trusted, value-added partner across the business
