Business Lead, HR Organization

Meta; Menlo Park (CA); On-site; USD 176,000 - 247,000; Full time

Job summary

Meta seeks a Business Lead to act as a strategic operator and trusted advisor to the VP of HR, guiding HR across Employee Relations, Internal Community & Reputation (ICR), and HR Business Partners.

This role blends high-level strategy with hands-on execution, shaping how HR delivers impact, evolves its operating model, and partners with senior leadership to drive enterprise-wide outcomes while safeguarding confidentiality and fiscal discipline.

Qualifications

• 12+ years of experience in strategy, management consulting, business operations, chief of staff, or program management roles — ideally within HR, Employee Relations, or a related people function at a scaled technology company.
• Experience operating as a trusted thought partner and strategic advisor to senior (VP+) leaders in complex, matrixed organizations.
• Track record of driving cross-functional strategic initiatives across multiple business units or functions.
• Executive communication skills — experience synthesizing complexity, developing compelling narratives, influencing without authority, and presenting to senior audiences.
• Demonstrated experience building decision-making frameworks, developing strategic recommendations, and driving accountability at scale.
• Proven capacity to work autonomously with minimal direction, thrive in ambiguity, and proactively shape the agenda.
• Experience leading multiple complex projects under tight timelines and shifting priorities with strong operational rigor.
• Sound judgment and discretion handling highly confidential and sensitive employee and organizational matters.
• Bachelor's degree

Responsibilities

• Serve as a trusted strategic thought partner to HR leadership — proactively surfacing insights, challenging assumptions, and helping shape the strategic direction of the function across HRBP, Employee Relations, and ICR
• Partner with leadership to develop and pressure-test strategic positions on people strategy, employee relations approach, workforce risk, and internal community priorities before they reach executive decision-making forums
• Frame up complex, often sensitive decisions for senior leadership by collecting diverse viewpoints, evaluating tradeoffs, and developing clear decision frameworks with actionable recommendations
• Prepare leadership for high-stakes engagements (e.g., executive reviews, leadership meetings, company-wide moments) by developing comprehensive briefing materials including goals, context, recommendations, and rationale for decisions needed
• Own the strategic operating cadence for the HR organization — including leadership meetings, planning cycles, and priority tracking — ensuring the team executes with clarity and accountability
• Synthesize complex people, employee relations, and organizational data into clear narratives for senior and C-suite audiences, translating analysis into strategic insight while maintaining confidentiality
• Build and maintain strategic relationships across People team functions, Legal, Compliance, Communications, and business leadership to ensure HR strategy is connected to broader enterprise priorities
• Navigate complex cross-organizational dynamics and drive alignment on people-related decisions that span multiple stakeholders with competing priorities
• Represent the HR organization's perspective in cross-functional forums and ensure the function has a seat at the table on key enterprise decisions that impact talent, culture, and organizational health
• Scope, manage, and drive high-priority strategic initiatives on behalf of leadership — particularly those involving time pressure, executive visibility, sensitivity, or cross-functional complexity
• Build operating models, governance structures, and accountability frameworks that elevate how the HR organization functions as a strategic partner to the business
• Drive organizational communications strategy including content development, All Hands planning, and leadership engagement cadences

Skills

Strategic partnership

Executive communication

Cross-functional leadership

Ambiguity management

HR strategy & operations

Education

Bachelor's degree

Job description

Meta is seeking a Business Lead to serve as a strategic thought partner and operational leader to support the VP of HR and their leadership team, supporting the full HR organization, inclusive of Employee Relations (ER) and Internal Community & Reputation (ICR) and HR Business Partners. This role goes beyond traditional business operations, it is designed for a strategic operator who will shape how the HR organization delivers on its mission, drives enterprise-wide impact, and evolves its operating model in partnership with senior leadership. The ideal candidate is a trusted advisor who can seamlessly move between high-level strategy formulation and hands‑on execution. They will partner with leadership to pressure‑test ideas, develop forward‑looking points of view on people strategy and organizational priorities, and translate ambiguity into clear, actionable frameworks. This person will be instrumental in ensuring the HR organization operates as a strategic function by bringing intellectual rigor, proactive insight, and cross‑functional influence to bear on the most important decisions facing the team. This role is ideal for someone who thrives as a thought partner to senior leaders, is energized by complex problem‑solving, and wants to drive high‑impact outcomes across a broad people function.

Business Lead, HR Organization Responsibilities:

• Serve as a trusted strategic thought partner to HR leadership — proactively surfacing insights, challenging assumptions, and helping shape the strategic direction of the function across HRBP, Employee Relations, and ICR
• Partner with leadership to develop and pressure‑test strategic positions on people strategy, employee relations approach, workforce risk, and internal community priorities before they reach executive decision‑making forums
• Help leadership see around corners: anticipate emerging trends, organizational risk signals, and internal dynamics that should inform HR strategy, and bring a synthesized point of view with recommendations
• Frame up complex, often sensitive decisions for senior leadership by collecting diverse viewpoints, evaluating tradeoffs, and developing clear decision frameworks with actionable recommendations
• Prepare leadership for high‑stakes engagements (e.g., executive reviews, leadership meetings, company‑wide moments) by developing comprehensive briefing materials including goals, context, recommendations, and rationale for decisions needed
• Own the strategic operating cadence for the HR organization — including leadership meetings, planning cycles, and priority tracking — ensuring the team executes with clarity and accountability
• Synthesize complex people, employee relations, and organizational data into clear narratives for senior and C‑suite audiences, translating analysis into strategic insight while maintaining appropriate confidentiality
• Build and maintain strategic relationships across People team functions, Legal, Compliance, Communications, and business leadership to ensure HR strategy is connected to broader enterprise priorities
• Navigate complex cross‑organizational dynamics and drive alignment on people‑related decisions that span multiple stakeholders with competing priorities
• Represent the HR organization's perspective in cross‑functional forums and ensure the function has a seat at the table on key enterprise decisions that impact talent, culture, and organizational health
• Scope, manage, and drive high‑priority strategic initiatives on behalf of leadership — particularly those involving time pressure, executive visibility, sensitivity, or cross‑functional complexity
• Build operating models, governance structures, and accountability frameworks that elevate how the HR organization functions as a strategic partner to the business
• Drive organizational communications strategy including content development, All Hands planning, and leadership engagement cadences

Minimum Qualifications:

• 12+ years of experience in strategy, management consulting, business operations, chief of staff, or program management roles — ideally within HR, Employee Relations, or a related people function at a scaled technology company
• Experience operating as a trusted thought partner and strategic advisor to senior (VP+) leaders in complex, matrixed organizations
• Track record of driving cross‑functional strategic initiatives across multiple business units or functions
• Executive communication skills — experience synthesizing complexity, developing compelling narratives, influencing without authority, and presenting to senior audiences
• Demonstrated experience building decision‑making frameworks, developing strategic recommendations, and driving accountability at scale
• Proven capacity to work autonomously with minimal direction, thrive in ambiguity, and proactively shape the agenda
• Experience leading multiple complex projects under tight timelines and shifting priorities with strong operational rigor
• Sound judgment and discretion handling highly confidential and sensitive employee and organizational matters
• Bachelor's degree

Preferred Qualifications:

• Demonstrated ability to integrate AI tools to optimize/redesign workflows and drive measurable impact (e.g., efficiency gains, quality improvements)
• Experience adhering to and implementing responsible, ethical AI practices (e.g., risk assessment, bias mitigation, quality and accuracy reviews)
• Demonstrated ongoing AI skill development (e.g., prompt/context engineering, agent orchestration) and staying current with emerging AI technologies
• MBA or advanced degree in business, organizational development, HR, or related field
• Management consulting background (MBB or similar) with experience in human capital or organizational strategy
• Prior experience in HR, Employee Relations, Investigations, or People Strategy — either as a practitioner or strategic advisor
• Familiarity with employee relations frameworks, workforce risk, internal communications, and organizational governance
• Experience in transformation or change management contexts — standing up new operating models or evolving legacy functions into strategic capabilities
• Experience with Long Range Planning (LRP), budget management, and headcount planning processes

About Meta:

Meta builds technologies that help people connect, find communities, and grow businesses. When Facebook launched in 2004, it changed the way people connect. Apps like Messenger, Instagram and WhatsApp further empowered billions around the world. Now, Meta is moving beyond 2D screens toward immersive experiences like augmented and virtual reality to help build the next evolution in social technology. People who choose to build their careers by building with us at Meta help shape a future that will take us beyond what digital connection makes possible today—beyond the constraints of screens, the limits of distance, and even the rules of physics.

Meta is proud to be an Equal Employment Opportunity and Aff… Meta is proud to be an Equal Employment Opportunity and affirmative action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E‑Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment. Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at [e-mail].

$176,000/year to $247,000/year + bonus + equity + benefits

Individual compensation is determined by skills, qualifications, experience, and location. Compensation details listed in this posting reflect the base hourly rate, monthly rate, or annual salary only, and do not include bonus, equity or sales incentives, if applicable. In addition to base compensation, Meta offers benefits. Learn more about benefits at Meta.