Director, People Business Partner

PBP Function Leadership & Operating Model

• Lead coach and develop thePeople Business Partner team setting clear expectations priorities and service standards.

• Build refine and operationalize thePBP model including core processes playbooks tools templates and best practices that improve consistency quality and scale.

• Establish team operating rhythms for workforce planning talent reviews organizational changes performance cycles and executive partnership.

• Guide PBPs on complex business talent and employee matters while elevating overall capability judgment and partnership across the team.

• Partner across the People Team to ensure strong alignment among PBPsPeopleOperations Talent Acquisition Total Rewards Learning & Experience and Legal.

Executive Partnership & Business Support

• Serve as thestrategic People advisorto assigned executives and senior leaders translating business priorities into practical people strategies and actions.

• Roll up sleeves to directly support executive leaders and client groups as needed particularly during business-critical moments leadership transitions restructures or gaps in coverage.

• Use strong business acumen data and judgment to advise on organizational effectiveness talent needs team design leadership capability and employee experience.

• Build trusted relationships with leaders and provide direct thoughtful coaching on performance leadership team health and change.

Workforce Talent & Organization

• Lead workforce planning efforts with leaders and FP&A to align headcount capabilities and organizational structure with company strategy and budgets.

• Partner on organization design role clarity leveling job architecture and position management to support growth efficiency and scale.

• Drive talent management processes including performance reviews talent assessment succession planning leadership development and career growth.

• Partner with leaders to identify organizational risks capability gaps retention concerns and development priorities and turn those insights into action.

• Support global and evolving business needs including organizational changes tied to new functions international growth or Mexico operations as applicable.

Employee Relations Risk & Change Leadership

• Act as a senior escalation point forcomplex and sensitive employee relations matters balancing business needs employee experience and risk.

• Guide leaders and PBPs on investigations performance matters corrective action leaves accommodations policy interpretation and sensitive employment decisions.

• Ensure Peoplepracticesanddecisions align with company policy and applicable employment laws and are applied thoughtfully and consistently.

• Lead the people side of change initiatives restructures leadership transitions and process improvements with clear communication and sound change management.

Analytics AI & Operational Excellence

• LeverageWorkday people analytics AI and automation toolsto improve insight speed and consistency in HR business partnering work.

• Identify repeatable workflows that can be simplified standardized or automated across the PBP model including reporting documentation communications and knowledge management.

• Define and monitor key people metrics to inform decisions and measure impact across talent organization and workforce outcomes.

• Sets and ensuresresponsible use of AI and automation in HR workflows withguardrails andappropriate attention to privacy data quality bias mitigation and good judgmentin alignment with R365 AI guidelines.

• 1215 yearsprogressive Human Resources/People experience with significant time as astrategic HR/People Business Partnersupporting senior leaders in matrixed highgrowth organizations; experience in SaaS and/or preIPO environments strongly preferred.

• 5 years of people leadership experience including directly managing and developing HR/People Business Partner teams and/or HR centers of expertise.

• Proven success building and scalingHRBP/PBP processes operating models and best practicesthat improve effectiveness consistency and business impact.

• Strong experience partnering with executives on workforce planning organization design leadership effectiveness talent strategy performance management and organizational change.

• Demonstrated ability to operate as both astrategic leader and hands-on business partner with a willingness to step in directly where needed.

• Strong employee relations capability and sound judgment in managing sensitive and complex people matters.

• Experience partnering on compensation matters including market alignment promotions and variable or sales incentive plans.

• Strong analytical systems-thinking and problem-solving skills with the ability to use data to shape recommendations and decisions.

• Demonstrated experience usingAI automation and digital toolsto improve HR workflows efficiency and quality of work.

• Strong understanding of employment law HR practices and risk management principles.

• Excellent communication coaching and executive presence with the ability to influence leaders at all levels.

• Bachelors degree in Human Resources Business or related field or equivalent experience.

• SPHR SHRM-SCP or similar certificationpreferred.

• Proficiency withWorkday HRIS tools Microsoft Office people analytics/reporting tools and AI-enabled productivity platforms.

• Ability to travel up to 1015% based on business needs (e.g. key leadership meetings onsite support for major changes Mexico office visits).

Core Competencies

• HR Knowledge and Expertise Deep current understanding of HR/People practices and employment law and when to bring in specialists.

• Strategic Business Acumen Connects People strategy to business priorities SaaS metrics and financial outcomes.

• Customer Focus & Stakeholder Partnership Anticipates leader and employee needs; delivers practical solutions and highquality partnership.

• Analytical & Critical Thinking Uses data insight and systems perspective to diagnose problems and design sustainable solutions.

• Builds Relationships Trust & Credibility Seen as a trusted advisor who can give honest direct feedback that leaders act on.

• Social Agility & Influence Navigates complex matrixed environments and drives alignment across diverse stakeholders.

• Collaborative & Inclusive Champions inclusion psychological safety and diverse perspectives in decisionmaking.

• Change Leadership & Organizational Design Leads through ambiguity and complexity; designs structures and processes that enable growth.

• Effective Communicator & Coach Communicates with clarity andempathy;coachesleaders and PBPs to higher performance.

• Digital Fluency AI & Automation Comfortably adopts experiments with and scales digital AI and automation tools in HR workflows while ensuring responsible ethical and inclusive use.

• Proactive & ResultsDriven Takes initiative drives accountability and delivers measurable outcomes for the business and employees.