Director of Human Resource Business Partner

Chimes; Baltimore (MD); On-site; USD 135,000 - 165,000; Full time

Job summary

A leading health services organization based in Baltimore is seeking a Director of People and Culture. This strategic leader will manage a team of HR Business Partners and ensure alignment of workforce strategy with operational goals. The role requires extensive HR experience, a strong understanding of workforce analytics, and executive-level communication skills. Responsibilities include overseeing organizational effectiveness, employee relations, and compliance audits. The position offers a hybrid work environment with competitive compensation.

Qualifications

• Minimum seven years of progressive HR experience.
• Minimum three years of experience leading HR professionals.
• Strong knowledge of federal and state employment laws.

Responsibilities

• Lead and develop a team of 8‑10 HR Business Partners.
• Partner with executive leaders to align workforce strategy with business goals.
• Oversee compliance audits and regulatory requirements.

Skills

Strategic business acumen

Labor modeling expertise

HR dashboard development

Communication skills

Education

Bachelor’s degree in Human Resources, Business Administration, or related field

Master’s degree preferred

Tools

HRIS systems

Workforce analytics tools

Job description

Position Location: Baltimore, MD

Hybrid: Monday through Thursday in the office; Fridays work remotely

Salary: $150,000 annually

SUMMARY

The Director of People and Culture serves as the strategic leader of the Human Resources Business Partner (HRBP) function for Chimes. Reporting directly to the Vice President of Human Resources, this role leads and develops a team of 8‑10 HR Business Partners who support multiple lines of business across the organization. The position is responsible for aligning workforce strategy with operational and financial objectives, strengthening leadership capability, driving organizational effectiveness, and ensuring consistent, high‑quality HR partnership across the enterprise.

The Director acts as a strategic advisor to senior and operational leadership, translating business strategy into actionable human capital plans. The role requires strong business acumen, executive‑level communication skills, disciplined time management, and the ability to operate effectively in a fast‑paced, multi‑site environment.

PRIMARY JOB FUNCTIONS

HRBP Leadership & Strategic Partnership

• Lead, coach, and develop a team of 8‑10 HR Business Partners supporting various lines of business.
• Establish clear performance expectations and accountability measures for the HRBP function.
• Partner with executive and operational leaders to align workforce strategy with business goals and service delivery requirements.
• Provide guidance on organizational design, leadership effectiveness, and workforce optimization.
• Ensure consistent HR practices while maintaining flexibility to meet operational needs.

Enterprise Workforce Planning & Manpower Strategy

• Lead enterprise workforce planning efforts, including headcount forecasting, manpower modeling, and labor allocation strategies.
• Analyze workforce capacity in alignment with contracts, service lines, and operational demand.
• Identify workforce gaps, succession risks, and organizational vulnerabilities.
• Partner with Talent Acquisition to ensure hiring strategy aligns with enterprise manpower planning.
• Support long‑term workforce sustainability through proactive planning and strategic talent deployment.
• Develop and oversee a data‑driven Human Capital Management framework.
• Analyze and interpret workforce metrics including headcount trends, turnover, retention, labor cost distribution, performance trends, span of control, absenteeism, and productivity indicators.
• Partner with HRIS and analytics resources to build and operationalize executive‑level dashboards.
• Translate workforce data into actionable insights for senior leadership and business planning.
• Establish key performance indicators for the HRBP function and ensure measurable impact.

Human Capital Analytics & Dashboard Leadership

• Develop and oversee a data‑driven Human Capital Management framework.
• Analyze and interpret workforce metrics including headcount trends, turnover, retention, labor cost distribution, performance trends, span of control, absenteeism, and productivity indicators.
• Partner with HRIS and analytics resources to build and operationalize executive‑level dashboards.
• Translate workforce data into actionable insights for senior leadership and business planning.
• Establish key performance indicators for the HRBP function and ensure measurable impact.

Employee Relations & Risk Management

• Oversee complex employee relations matters and internal investigations.
• Partner closely with the Senior Employee & Labor Relations Partner to ensure legally sound, consistent handling of workplace issues.
• Collaborate with legal counsel, as directed by the Vice President of Human Resources, on high‑risk employment matters and organizational risk mitigation.
• Provide strategic guidance on disciplinary actions, performance improvement plans, and conflict resolution.
• Ensure compliance with federal, state, and local employment laws and regulatory requirements.

Performance & Organizational Effectiveness

• Oversee the effectiveness of performance management processes across lines of business.
• Guide leaders in performance development, accountability, and succession planning.
• Support leadership development and workforce engagement initiatives.
• Drive a culture of accountability, service, and operational excellence within the HRBP team.

Policy, Compliance & Operational Oversight

• Provide strategic input into development and modification of HR policies and procedures.
• Ensure consistent implementation of policies across business units.
• Oversee compliance audits and regulatory requirements.
• Utilize HR technology and systems effectively to support operational excellence.

TRAVEL REQUIREMENTS

Some day travel is required as needed to Chimes locations.

QUALIFICATIONS

Education

Bachelor’s degree in Human Resources, Business Administration, or related field required. Master’s degree preferred.

Experience

• Minimum seven years of progressive HR experience.
• Minimum three years of experience leading HR professionals.
• Demonstrated experience in workforce planning, organizational strategy, and human capital analytics.
• Strong knowledge of federal and state employment laws.
• Experience in health, human services, nonprofit, or multi‑site operations preferred.

Core Competencies

• Strategic business acumen and operational understanding.
• Strong expertise in manpower planning and labor modeling.
• Experience developing and utilizing HR dashboards and workforce analytics tools.
• Ability to interpret complex workforce data and communicate insights clearly to executive leadership.
• Exceptional time management and organizational discipline.
• Executive presence with strong written and verbal communication skills.
• High emotional intelligence and sound judgment in handling sensitive matters.
• Proficiency with HRIS systems and data‑driven decision‑making practices.

OTHER REQUIREMENTS

Acceptable driving record per Agency policy.

EEO Statement

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

Legal Notice

This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.