Sr. Human Resources Business Partner

Direct Travel; United States; Remote; USD 120,000 - 180,000; Full time

Job summary

Direct Travel is seeking a Senior HR Business Partner to partner with senior leaders and people managers across the United States and Canada. You will drive workforce planning, talent strategies, and leadership development while collaborating with HR Centers of Excellence to enable business outcomes.

You will influence leadership decisions, manage change, and scale HR practices in a fast-paced, global environment, ensuring an exceptional associate experience and strong organizational

Qualifications

• Bachelor’s degree in human resources, business administration, or related field.
• 8-12+ years HR experience with senior stakeholders & large client groups.
• Experience in large, complex, fast-paced environments (1,000+ employees).
• Knowledge of US/Canada employment law and HR practices preferred.
• Strong consulting, coaching, and influencing skills with senior leadership.

Responsibilities

• Act as a strategic HR partner to assigned business leaders and translate goals into HR strategies.
• Lead talent initiatives including workforce planning, recruitment, performance management, succession and leadership development.
• Use data and HR metrics to diagnose issues and inform decisions.
• Develop workforce plans with managers to address hiring needs and gaps.
• Partner with Centers of Excellence to deliver integrated HR solutions.

Skills

Consultative skills

Analytical thinking

Coaching leadership

Executive presence

Communication

Education

Bachelor’s degree in HR/Business

Tools

Microsoft Office

Data analysis tools

Job description

The Senior HR Business Partner (HRBP) is a highly motivated, experienced strategic advisor and self-starter who serves as a trusted partner with senior leaders and people managers. This pivotal role, reporting to the Senior Manager, Human Resources, offers a unique opportunity to drive people strategies that align with and enable Direct Travel’s overall business objectives, playing a crucial role in fostering a positive and productive work environment, enhancing organizational effectiveness, and ensuring a best-in-class employee experience for our associates.

The Senior HRBP brings strong business acumen, operational excellence, and deep HR expertise to influence leadership decisions, manage change, and scale people practices in a fast-paced, global and dynamic environment supporting client groups across the United States, Canada and other countries as needed. The Senior HRBP operates with a high degree of autonomy and addresses critical business needs timely and effectively while building strong and collaborative relations across the organization.

Responsibilities

Strategic Business & Consultative Partnership

• Act as a strategic HR partner to assigned business leaders, understanding their business goals and challenges, and translating them into actionable HR strategies and solutions.
• Lead and support, as a trusted advisor, critical talent initiatives including workforce planning, talent acquisition strategies, performance management, succession planning and leadership development programs.
• Influence decision-making using data, insights, and HR metrics to identify trends, diagnose organizational issues, and inform objective decision-making.
• Partner with people managers to develop workforce plans, plan hiring needs and address critical gaps and issues proactively.
• Partner with the Centers of Excellence (Compensation, Benefits, Talent Acquisition, People Operations) and peers to ensure alignment, and efficiencies with delivering integrated solutions to the business.
• Facilitate seamless and positive employee experiences throughout the employee life cycle.

Talent & Organizational Effectiveness

• Drive organizational effectiveness by identifying opportunities for improvement in structure, processes, and culture; support change management initiatives to ensure smooth transitions.
• Partner with leaders on talent planning, including workforce forecasting, capability building and critical value role identification.
• Support the development of high-potential leaders, development plans and coaching initiatives.
• Support large, multi-level organizations through growth, restructuring, and transformation initiatives.
• Champion DT’s culture and values and implement initiatives to enhance employee engagement, morale, and retention of key talent.
• Provide coaching and guidance to leaders and employees on a variety of topics, including career development, team dynamics, and effective communication.

Operational Excellence, HR Program Execution & Change Management

• Partner with the Senior Manager - HR, on complex change management initiatives including reorganizations, acquisitions and transformations.
• Partner with people leaders to manage organizational transitions, mergers, acquisitions, and integrations.
• Reinforce company culture and values during periods of change.
• Ensure consistent application of practices across client groups.
• Identify and implement opportunities to improve HRBP processes and ADP Lyric/Workday processes, workflows, and tools to enhance efficiency and scalability.
• Leverage ADP Lyric/Workday and people analytics to inform decisions, build reports to diagnose organizational health, and to recommend action plans where needed.
• Track metrics, streamline data management, and automate routine tasks.
• Collaborate with the HRBP and HR team on the standardization of HRBP templates, tools, and scorecards.
• Collaborate with the HR Centers of Excellence to deliver scalable HR solutions.
• Partner with the Compensation and Benefits COEs to ensure competitive compensation practices, effective benefits administration, and appropriate recognition programs to attract and retain top talent.

Employee Relations & Compliance

• Partner with people leaders to address performance issues fairly, timely and effectively.
• Provide expert guidance and resolution on complex employee relations issues, including investigations, disciplinary actions, and conflict resolution, always ensuring fair and consistent application of policies and compliance with labor laws.
• Implement and interpret HR policies, procedures, and programs; ensure compliance with all federal, state, province, and local employment laws and regulations.
• Coach leaders on risk mitigation, performance management, and corrective action plans.
• Mitigate organizational risk through proactive education with the business on policy, employment law and effective communication.

Basic Qualifications

Experience

• Bachelor’s degree in human resources, business administration, or related field.
• 8-12+ years of progressive HR experience, with significant time spent as an HR Business Partner or Advisor, including supporting senior leaders and large client groups.
• Demonstrated success partnering with leaders in large, complex, fast-paced changing environments (e.g. 1,000+ employees).
• Experience supporting large client groups (500+employees).
• Strong working knowledge of U.S. and Canadian employment law and HR practices preferred.
• Demonstrated ability to operate in a fast-paced, high-growth, or transformative environment.
• Experience leading and supporting change initiatives within an organization.
• Strong consulting, coaching, and influencing skills with senior leadership.
• Experience leading change and managing ambiguity.
• Strong business acumen with the ability to connect people strategy to financial and operational outcomes.

Skills

• Strong consultative and advisory skills with the ability to build trust, partner with, and influence leaders.
• Excellent analytical and problem solving skills, with a data-driven approach to decision-making.
• Coaching and consultative leadership style.
• Advanced employee relations expertise.
• Strategic and results-oriented thinking.
• Strong executive presence and influencing skills.
• Change management and organizational design expertise.
• Talent and succession planning expertise.
• Analytical problem-solving with ability to interpret data and trends to tell a story.
• Strong judgment, confidentiality, and integrity.
• Excellent communication, coaching, and facilitation skills.
• Exceptional organizational skills, with the ability to manage multiple clients and priorities simultaneously.
• Knowledge of Canadian and/or US employment regulations and hiring practices.

Technical Proficiency

• Proficient in Microsoft Office Suite (Word, Excel, PowerPoint).
• Experience with data analysis and presenting metrics to drive decision-making.

Position Type

Full-time