Principal People Business Partner

We are seeking a visionary and results-driven Director, People Business Partner (or Senior Director, People Strategy) to join our executive leadership team. This pivotal role is not just about HR; it's about architecting and executing a people strategy that directly fuels our aggressive growth agenda, shapes our culture, and optimizes organizational performance.

As a Principal People Business Partner, you will serve as a critical strategic partner, owning the comprehensive people agenda for your assigned executive client group. You will lead a high-performing team of People Business Partners, integrating deep business acumen with sophisticated people analytics to drive transformational change and ensure we attract, develop, and retain world-class talent.

This is a role for a proven leader who thrives in complexity, has zero ego, anticipates future organizational needs, and translates strategic business objectives into proactive, impactful people initiatives. We are redefining the impact that a People Business Partner team can drive.

Responsibilities

Executive People Strategy & Leadership

• Architect and own the end-to-end People Strategy for your executive client group, ensuring direct alignment with their goals, strategic imperatives, and long-range business plans.
• Serve as a trusted advisor and strategic thought partner to your executive team, challenging perspectives and providing proactive insights on organizational effectiveness, talent implications of strategic decisions, and future workforce needs.
• Lead, mentor, and develop a team of high-performing People Business Partners, fostering a culture of strategic partnership and analytical rigor, ensuring consistent delivery of high-impact people solutions.
• Drive organizational design and transformation initiatives, directly impacting operational efficiency, cross-functional collaboration, and strategic agility.

Organizational Impact & Transformation

• Design, implement, and lead large-scale change management initiatives that support critical business transformations, acquisition integrations, or significant strategic pivots, ensuring successful adoption and sustained impact.
• Design and deploy complex workforce planning models that anticipate future talent needs, skill gaps, and organizational structures required for sustained hyper-growth, including leadership bench growth.
• Champion and embed a high-performance culture, designing and implementing leadership development programs, executive coaching frameworks, and performance management philosophies that cultivate a strong leadership pipeline and enhance organizational capability.

Strategic Talent Leadership & Analytics

• Leverage advanced people analytics and business intelligence to identify systemic organizational challenges, predict future talent trends, and drive data-driven decision-making at the executive level.
• Proactively forecast and strategically identify critical future talent needs, skill requirements, and potential gaps by deeply integrating with business strategy, product roadmaps, and long-range planning, establishing robust talent pipelines.
• Design, implement, and continuously evolve executive and critical talent development strategies, including bench planning, high-potential programs, and bespoke leadership development initiatives to build organizational capability and ensure a ready supply of future leaders.

Critical Qualifications

• 15+ years of progressive HR leadership experience, with deep experience directly partnering with executives and driving tangible people strategies.
• Demonstrated success in architecting, implementing, and scaling people strategies that directly contributed to significant business growth, transformation, and financial impact in a fast-paced, high-growth, and complex environment.
• Proven experience building, leading, developing, and inspiring high-performing People Business Partner teams.
• Exceptional executive presence, influencing skills, and the ability to navigate complex organizational dynamics with leaders.
• Deep expertise in organizational development, change leadership, strategic workforce planning, executive talent management, and advanced people analytics.
• Strong financial acumen and a keen understanding of the commercial and P&L implications of people decisions, with the ability to articulate value propositions in business terms.
• Strategic systems thinker with the ability to operate at a 50,000-foot level while understanding the critical tactical levers necessary for flawless execution.
• Outstanding communication and conflict resolution skills.
• U.S. Person status is required due to access to export-controlled data.