Director, HR Business Partner

Director, HR Business

Partner

[[JD_HEADING:Overview The Director, HR Business]]

Partner provides strategic human resources consultation and support to an entire business unit, partnering closely with at least one Senior Vice President or multiple Vice Presidents. This role leverages deep HR expertise and business acumen to develop and execute people strategies aligned with organizational goals.

The Director serves as a trusted advisor on matters related to talent management, organizational design, employee engagement, workforce planning, and organizational effectiveness. The position will actively consult with business unit leadership during strategic planning processes and lead HR initiatives that support evolving business priorities.

The Director will also serve as a key liaison to other HR functions, ensuring alignment and collaboration across the broader HR organization.

Location

1 day on site per week in Boston, MA

[[JD_HEADING:Responsibilities Strategic HR Business Partnership]]

Serve as a strategic advisor to senior business unit leadership.

Provide consultation on

Leadership development Organizational design Change management Employee engagement Organizational effectiveness Design and implement enterprise-aligned HR strategies that proactively address current and future business challenges. Develop people strategies focused on talent optimization, workforce planning, and business performance.

Leverage knowledge of organizational strategy and operations to influence people-related decisions. Partner with business leaders to align HR initiatives with organizational goals.

Organizational Development & Workforce Planning

Lead talent planning and organizational restructuring initiatives. Conduct organizational assessments and capability gap analyses. Develop and execute communication and change management plans.

Support organizational redesign and restructuring efforts. Implement sustainable organizational structures that support business growth and agility. Partner with leadership on workforce transitions and organizational changes.

Support job architecture, career progression, and organizational effectiveness initiatives.

Talent Management & Leadership Development

Collaborate with Talent Acquisition and executive leadership to develop strategies that attract, assess, and retain high-performing talent. Lead the development and execution of leadership succession plans. Identify and develop future leaders to strengthen organizational bench strength.

Provide leadership coaching and consultation. Support performance management, compensation planning, and promotion processes. Partner with HR Centers of Excellence to align talent strategies with enterprise objectives.

Employee Relations & Engagement

Lead complex employee relations matters. Ensure compliance with organizational policies and applicable state and federal employment laws. Provide leadership coaching and guidance on employee relations issues.

Ensure consistent resolution strategies are applied across business units. Identify employee and organizational concerns and develop appropriate action plans. Support employee engagement initiatives and strategies to strengthen team morale and organizational culture.

HR Programs & Cross-Functional Collaboration

Partner with HR Centers of Excellence, including: Total Rewards Talent HR Operations Diversity, Equity & Inclusion (DEI) Ensure consistent execution of HR policies, programs, and best practices.

Support enterprise-wide HR initiatives, including

Annual merit reviews Bonus cycles Performance management Compensation planning Workforce transitions Balance enterprise HR standards with the unique needs of individual business units. Serve as a liaison between business leadership and the broader HR organization.

Operational & Administrative Management

Identify individual and group concerns and develop strategies to maintain employee engagement and team morale. Support HR operational planning, process improvements, and departmental effectiveness.

Manage departmental budget responsibilities, including

• Budget development Monitoring and compliance Cost containment Productivity measures Reporting Maintain knowledge of HR Business Partnership practices, industry developments, and healthcare-related HR trends.
• Healthcare & Organizational Responsibilities Participate in hospital committees and meetings as requested.
• Adhere to hospital standards of performance and professional conduct.
• Follow organizational standards related to patient rights, customer service, and patient care.
• Key Projects & Initiatives This position will support several high-priority HR initiatives, including: Employee Engagement Survey: Support planning, execution, analysis, and related employee engagement initiatives.

IT Job Families & Career Progression

Support the development and refinement of IT job families, career progression frameworks, and job descriptions.

Workforce Restructuring

Provide planning, support, and execution for a potential staff reduction within a corporate function.

Organizational Reorganizations

Support smaller team reorganizations, including organizational planning, change management, and implementation.

Required Qualifications

• 7+ years of related Human Resources experience required.
• Experience supporting organizational development within a large organization and/or functional business unit.
• Strong experience in strategic HR business partnership.
• Experience advising senior and executive leadership.

Strong understanding of

Organizational design and effectiveness Workforce planning Talent management Employee relations Change management Leadership development Knowledge of state and federal employment laws and HR compliance requirements. Experience supporting organizational restructuring and workforce transitions. Ability to manage complex employee relations matters.

Strong business acumen and strategic problem-solving skills. Excellent communication, consultation, and stakeholder management skills. Ability to work cross-functionally with HR Centers of Excellence and senior business leaders.

Preferred Qualifications

• Previous experience working in a hospital or healthcare environment.
• Experience supporting large-scale organizational change initiatives.
• Education Bachelor's degree in Human Resources Management, Organizational Development, or a related field required.
• Master's degree preferred.