Director HRBP
The Director, HRBP serves as a strategic advisor and partner to business leaders, driving HR strategies that align with organizational objectives. This role leads initiatives in workforce planning, leadership development, organizational effectiveness, and HR compliance while fostering a high-performance culture. The Director leverages data-driven insights to influence decision-making, enhances talent retention strategies, and ensures HR programs support business growth and operational agility. Additionally, the role requires strong collaboration with leadership teams to navigate change management, drive engagement, and support succession planning.
The Company is one of North America’s leading sales and marketing agencies specializing in outsourced sales, merchandising, category management, and marketing services to manufacturers, suppliers, and producers of food products and consumer packaged goods. The Company services a variety of trade channels including grocery, mass merchandise, specialty, convenience, drug, dollar, club, hardware, consumer electronics, and home centers. We bridge the gap between manufacturers and retailers, providing consumers access to the best products available in the marketplace today.
Responsibilities
Partner with senior business leaders to align HR strategies with business objectives, providing insights on talent, culture, and organizational effectiveness
Lead enterprise-wide change initiatives, organizational redesign efforts, and leadership transitions to improve workforce agility
Design and implement leadership development, high-potential programs, and succession planning strategies to build a strong talent pipeline
Collaborate with the employee relations team to manage complex employee relations cases, ensure compliance with labor laws, and develop proactive policy improvements
Partner with talent acquisition to design and execute hiring strategies that align with business needs and future workforce trends
Champion organizational culture by developing engagement strategies, feedback mechanisms, and retention programs that enhance workplace satisfaction
Influence and contribute to HR policies and best practices that align with organizational priorities and legal compliance
Lead HR aspects of mergers and acquisitions integration, reductions in force, and other large-scale workforce adjustments
Work with compensation and finance to assess and implement competitive compensation and benefits strategies
Utilize HR data and analytics to drive strategic workforce planning, employee engagement, and retention initiatives
Qualifications
Education Requirements: Bachelor’s degree (Master’s degree and/or HR certifications preferred)
Experience Requirements: 8-10 years experience in relevant field (Strategic HR leadership experience preferred)
Travel requirement: No travel requirements
Supervisor Responsibility
Direct Reports: Hires, retains, trains, coaches, guides, directs, and develops direct reports using company-wide processes, tools and resources
Indirect Reports: May delegate work of others and provide guidance, direction and mentoring to indirect reports
Required Knowledge and Skills
Strategic HR leadership with a focus on aligning HR strategies with business goals
Expertise in organizational design, change management, and workforce transformation
Strong background in talent management, leadership development, and succession planning
Proficiency in HR analytics and using data insights for decision-making
Deep knowledge of employment law, compliance, and employee relations best practices
Strong experience in compensation, benefits, and total rewards strategies
Proficiency in HR technology and HRIS platforms
Job will remain open until filled
The Company is one of North America’s leading sales and marketing agencies specializing in outsourced sales, merchandising, category management, and marketing services to manufacturers, suppliers, and producers of food products and consumer packaged goods. The Company services a variety of trade channels including grocery, mass merchandise, specialty, convenience, drug, dollar, club, hardware, consumer electronics, and home centers. We bridge the gap between manufacturers and retailers, providing consumers access to the best products available in the marketplace today.
Responsibilities
Partner with senior business leaders to align HR strategies with business objectives, providing insights on talent, culture, and organizational effectiveness
Lead enterprise-wide change initiatives, organizational redesign efforts, and leadership transitions to improve workforce agility
Design and implement leadership development, high-potential programs, and succession planning strategies to build a strong talent pipeline
Collaborate with the employee relations team to manage complex employee relations cases, ensure compliance with labor laws, and develop proactive policy improvements
Partner with talent acquisition to design and execute hiring strategies that align with business needs and future workforce trends
Champion organizational culture by developing engagement strategies, feedback mechanisms, and retention programs that enhance workplace satisfaction
Influence and contribute to HR policies and best practices that align with organizational priorities and legal compliance
Lead HR aspects of mergers and acquisitions integration, reductions in force, and other large-scale workforce adjustments
Work with compensation and finance to assess and implement competitive compensation and benefits strategies
Utilize HR data and analytics to drive strategic workforce planning, employee engagement, and retention initiatives
Qualifications
Education Requirements: Bachelor’s degree (Master’s degree and/or HR certifications preferred)
Experience Requirements: 8-10 years experience in relevant field (Strategic HR leadership experience preferred)
Travel requirement: No travel requirements
Supervisor Responsibility
Direct Reports: Hires, retains, trains, coaches, guides, directs, and develops direct reports using company-wide processes, tools and resources
Indirect Reports: May delegate work of others and provide guidance, direction and mentoring to indirect reports
Required Knowledge and Skills
Strategic HR leadership with a focus on aligning HR strategies with business goals
Expertise in organizational design, change management, and workforce transformation
Strong background in talent management, leadership development, and succession planning
Proficiency in HR analytics and using data insights for decision-making
Deep knowledge of employment law, compliance, and employee relations best practices
Strong experience in compensation, benefits, and total rewards strategies
Proficiency in HR technology and HRIS platforms
Environmental & Physical Requirements
Office / Sedentary Requirements: Incumbent must be able to perform the essential functions of the job. Work is performed primarily in an office environment. Typically, requires the ability to sit for extended periods of time (66%+ each day), ability to hear telephone, ability to enter data on a computer and may require the ability to lift up to 10lbs.
Additional Information Regarding Job Duties
Job duties include additional responsibilities as assigned by one’s supervisor or other manager related to the position/department. This job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for the position. The Company reserves the right at any time with or without notice to alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities, subject to applicable law. The Company shall provide reasonable accommodations of known disabilities to enable a qualified applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.
The above statements are intended to describe the general nature and level of work being performed by people assigned to this position. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of associates so classified. The Company is committed to providing equal opportunity in all employment practices without regard to age, race, color, national origin, sex, sexual orientation, religion, physical or mental disability, or any other category protected by law. As part of this commitment, the Company shall provide reasonable accommodations of known disabilities to enable an applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.