Senior Director, Human Resources Business Partner

Confidential; San Francisco (CA); On-site; USD 180,000 - 280,000; Full time

Job summary

Confidential—Senior Director, HRBP, partners with C-Suite executives to align talent and organizational strategies with business objectives. The role drives workforce planning, talent management, succession planning, leadership development, employee relations, and change management across a global manufacturing organization.

The position requires deep expertise in HR leadership, capability to influence senior leaders, and a track record in transforming organizations.

Qualifications

• Bachelor's degree in HR, Business, Organizational Development or related field.
• Master's degree or advanced HR certification preferred.
• 15+ years of progressive HR leadership experience.
• Experience partnering with C-Suite leaders in complex, global organizations.
• Manufacturing industry experience strongly preferred.

Responsibilities

• Serve as primary HR advisor to C-Suite leaders and leadership teams.
• Align people strategies with business goals, growth, and priorities.
• Provide insights on workforce, talent, and organizational effectiveness.
• Lead organizational design, restructuring, and workforce planning.
• Drive succession planning and talent reviews.
• Develop leadership and strengthen organizational bench strength.
• Coach leaders on performance management and talent decisions.
• Lead change management initiatives and enterprise HR programs.

Skills

C-Suite partnership

HR leadership

Talent management

Organizational design

Education

Bachelor's degree in HR or related

MBA or advanced HR certification

Job description

The Senior Director, Human Resources Business Partner (HRBP) is a senior HR leader responsible for partnering with C-Suite executives to align talent and organizational strategies with business objectives. This role serves as a trusted advisor to executive leadership, driving workforce planning, organizational effectiveness, talent management, succession planning, leadership development, employee relations, and change management initiatives across a global manufacturing organization.

Strategic Partnership

• Serve as the primary HR advisor to C-Suite leaders and their leadership teams.
• Align people strategies with business goals, growth initiatives, and organizational priorities.
• Provide insights and recommendations on workforce, talent, and organizational effectiveness.
• Lead organizational design, restructuring, and workforce planning efforts.
• Lead succession planning and talent review processes.
• Identify and develop high-potential talent for leadership roles.
• Drive leadership development and strengthen organizational bench strength.
• Ensure consistent execution of talent management programs.

Organizational Effectiveness

• Develop workforce strategies that support business growth and operational excellence.
• Assess organizational capabilities and address current and future talent needs.
• Partner with leaders to improve performance, accountability, and scalability.

Employee Relations & Change Management

• Coach leaders on performance management, talent decisions, and organizational challenges.
• Provide guidance on complex employee relations matters and risk mitigation.
• Lead people strategies for organizational change and business transformation initiatives.
• Partner with HR Centers of Excellence and business leaders to deliver organizational results.
• Drive enterprise HR initiatives, governance processes, and workforce programs.
• Foster a culture of accountability, engagement, and continuous improvement.

Qualifications

• Bachelor's degree in Human Resources, Business, Organizational Development, or a related field.
• Master's degree, MBA, or advanced HR certification preferred.
• 15+ years of progressive HR leadership experience.
• Experience partnering with C-Suite leaders in complex, global organizations.
• Deep expertise in talent management, succession planning, organizational effectiveness, workforce planning, employee relations, and change management.
• Manufacturing industry experience strongly preferred.
• Proven ability to influence senior leaders and lead organizational transformation initiatives.

Success Measures

• Strong succession pipelines for critical leadership roles.
• Enhanced leadership capability and organizational effectiveness.
• Retention and development of top talent.
• Successful execution of workforce planning and transformation initiatives.
• Trusted partnership with executive leadership and measurable business impact.