Director HR Business Partner

Ebenezer; Saint Paul (MN); On-site; USD 158,000 - 224,000; Full time

Job summary

A leading company is seeking a Director, HR Business Partner to shape HR strategy and enhance organizational effectiveness. This role involves overseeing HRBP development, implementing service level agreements, and driving HR process innovation. Candidates should have extensive HR leadership experience and a strategic mindset to align HR initiatives with business goals.

Benefits

Generous medical, dental, and vision plans

Life insurance and disability insurance

Tuition reimbursement

Retirement plans

Early access to earned wages

Qualifications

• 10+ years of progressive HR leadership experience.
• 5+ years leading HR teams, including HRBP teams.
• Experience in service delivery frameworks and HR process optimization.

Responsibilities

• Design and implement HR Business Partner operating model.
• Lead and mentor a high-performing HRBP team.
• Develop enterprise-wide workforce strategies.

Skills

Strategic HR Leadership

Team Development

Data-Driven Decision Making

Education

Bachelor’s degree in Human Resources

Master’s degree in Human Resources or related field

Tools

HR analytics tools

Job description

Job Overview

The Director, HR Business Partner is a key HR leader responsible for shaping the HRBP operating model to ensure alignment between HR strategy and business objectives. This role oversees the development of HRBPs, strengthening their strategic capabilities and ensuring consistent, high-quality HR service delivery.

The Director plays a critical role in designing and implementing HR service level agreements (SLAs), governance models, and scalable HR processes. They partner with senior leadership to build workforce strategies that enhance organizational effectiveness, talent management, and cultural transformation. This role also leads efforts to standardize and optimize HR processes, driving efficiency and business impact.

Key Responsibilities

HRBP Operating Model & Service Delivery

• Designs, implements, and continuously improves the HR Business Partner operating model to drive strategic impact and efficiency.
• Establishes and oversees service level agreements (SLAs), key performance indicators (KPIs), and governance frameworks to measure and enhance HRBP effectiveness.
• Drives consistency and scalability in HRBP service delivery by integrating best practices, tools, and technology solutions.
• Partners with Centers of Excellence (COEs) to enhance HR service integration and drive seamless, high-impact HR solutions.

HR Leadership & HRBP Capability Development

• Leads, develops, and mentors a high-performing team of HR Business Partners, enhancing their strategic HR capabilities and leadership impact.
• Establishes a coaching and feedback culture, ensuring HRBPs can effectively advise senior leaders and drive organizational change.
• Serves as a senior HR thought leader, guiding HRBPs in tackling complex workforce challenges and positioning HR as a strategic business driver.

Strategic HR Leadership & Business Partnership

• Develops and executes enterprise-wide workforce strategies that align with business objectives and future talent needs.
• Leads organizational design efforts, ensuring structures, roles, and workforce planning strategies enhance agility and business performance.
• Advises senior executives on critical HR and workforce issues, including talent strategy, leadership development, and change management.
• Drives HR’s role in business transformation, ensuring people strategies support evolving organizational needs.

HR Process Innovation & Execution

• Designs and scales HR processes that drive efficiency, improve employee experience, and enhance HR service delivery.
• Leads change management efforts, ensuring smooth implementation of HR initiatives across the enterprise.
• Drives HR technology adoption, leveraging data and analytics to inform workforce planning, talent management, and decision-making.
• Continuously improves HR operational effectiveness, optimizing key processes such as performance management, succession planning, and organizational development.

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• Minimum of 10+ years of progressive HR leadership experience.
• Minimum of 5 years experience leading HR teams, including an HRBP team.
• Deep experience in service delivery frameworks, and HR process optimization within a highly- matrixed organization.
• Strong track record in building and developing HRBP teams, including coaching and upskilling HR professionals.
• Experience building solutions for workforce planning, organizational development and business transformation initiatives.
• Ability to translate business strategy into HR solutions that drive measurable impact.
• Strong data-driven decision-making skills, with experience using HR analytics to inform strategy.

Preferred Qualifications

• Master’s degree in Human Resources, Business, or related field.
• Experience implementing HR service level agreements (SLAs) and governance models.
• HR technology and analytics expertise (Workday, Oracle, Infor, or similar HR platforms).

Benefit Overview

Fairview offers a generous benefit package including but not limited to medical, dental, vision plans, life insurance, short-term and long-term disability insurance, PTO and Sick and Safe Time, tuition reimbursement, retirement, early access to earned wages, and more! Please follow this link for additional information: https://www..fairview.org/careers/benefits/noncontract

Compensation Disclaimer

The posted pay range is for a 40-hour workweek (1.0 FTE). The actual rate of pay offered within this range may depend on several factors, such as FTE, skills, knowledge, relevant education, experience, and market conditions. Additionally, our organization values pay equity and considers the internal equity of our team when making any offer. Hiring at the maximum of the range is not typical.

EEO Statement

EEO/Vet/Disabled: All qualified applicants will receive consideration without regard to any lawfully protected status

$158,496-$223,766 Annual

The Director, HR Business Partner is a key HR leader responsible for shaping the HRBP operating model to ensure alignment between HR strategy and business objectives. This role oversees the development of HRBPs, strengthening their strategic capabilities and ensuring consistent, high-quality HR service delivery.

The Director plays a critical role in designing and implementing HR service level agreements (SLAs), governance models, and scalable HR processes. They partner with senior leadership to build workforce strategies that enhance organizational effectiveness, talent management, and cultural transformation. This role also leads efforts to standardize and optimize HR processes, driving efficiency and business impact.

Key Responsibilities

HRBP Operating Model & Service Delivery

• Designs, implements, and continuously improves the HR Business Partner operating model to drive strategic impact and efficiency.
• Establishes and oversees service level agreements (SLAs), key performance indicators (KPIs), and governance frameworks to measure and enhance HRBP effectiveness.
• Drives consistency and scalability in HRBP service delivery by integrating best practices, tools, and technology solutions.
• Partners with Centers of Excellence (COEs) to enhance HR service integration and drive seamless, high-impact HR solutions.

HR Leadership & HRBP Capability Development

• Leads, develops, and mentors a high-performing team of HR Business Partners, enhancing their strategic HR capabilities and leadership impact.
• Establishes a coaching and feedback culture, ensuring HRBPs can effectively advise senior leaders and drive organizational change.
• Serves as a senior HR thought leader, guiding HRBPs in tackling complex workforce challenges and positioning HR as a strategic business driver.

Strategic HR Leadership & Business Partnership

• Develops and executes enterprise-wide workforce strategies that align with business objectives and future talent needs.
• Leads organizational design efforts, ensuring structures, roles, and workforce planning strategies enhance agility and business performance.
• Advises senior executives on critical HR and workforce issues, including talent strategy, leadership development, and change management.
• Drives HR’s role in business transformation, ensuring people strategies support evolving organizational needs.

HR Process Innovation & Execution

• Designs and scales HR processes that drive efficiency, improve employee experience, and enhance HR service delivery.
• Leads change management efforts, ensuring smooth implementation of HR initiatives across the enterprise.
• Drives HR technology adoption, leveraging data and analytics to inform workforce planning, talent management, and decision-making.
• Continuously improves HR operational effectiveness, optimizing key processes such as performance management, succession planning, and organizational development.

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• Minimum of 10+ years of progressive HR leadership experience.
• Minimum of 5 years experience leading HR teams, including an HRBP team.
• Deep experience in service delivery frameworks, and HR process optimization within a highly- matrixed organization.
• Strong track record in building and developing HRBP teams, including coaching and upskilling HR professionals.
• Experience building solutions for workforce planning, organizational development and business transformation initiatives.
• Ability to translate business strategy into HR solutions that drive measurable impact.
• Strong data-driven decision-making skills, with experience using HR analytics to inform strategy.

Preferred Qualifications

• Master’s degree in Human Resources, Business, or related field.
• Experience implementing HR service level agreements (SLAs) and governance models.
• HR technology and analytics expertise (Workday, Oracle, Infor, or similar HR platforms).