Description
Honor Technology's mission is to change the way society cares for older adults. As a leader in aging care innovation, Honor provides the technology, tools, and services that empower older adults to live life on their own terms.
As Senior Director, People Partners, you will lead the evolution of our HRBP function to operate as a true organizational architect: identifying systemic problems before they become crises, designing mechanisms that produce the right talent outcomes, and becoming a sought-after partner to senior leaders.
Responsibilities:
- Raise manager and leadership quality , Help leaders understand that manager-employee relationships are the primary driver of team performance, retention, and culture.
- Drive organizational effectiveness , Build trust-based relationships with business leaders to partner on organizational design.
- Act as a connector across functions , bringing objectivity, empathy, expertise, and sound judgment to complex, cross-cutting people issues.
- Own employee relations and risk , Lead employee relations for our fully-remote HQ team.
- Support performance management with rigor , teach and enable managers to set clear expectations, provide clear feedback, and address performance issues promptly.
- Lead and develop the HRBP team , Manage, coach, and develop a small team of HRBPs.
Requirements:
- 10–12+ years of progressive HR experience, with significant time in a senior HRBP or HR leadership role
- Bachelor's degree required; Master's degree preferred
- Professional HR certification (SPHR, SHRM-SCP) is a plus
- Experience supporting a mixed workforce , knowledge workers alongside operations, call center, or field staff , in a regulated or compliance-sensitive environment
What Success Looks Like: In the first 6 months:
- Senior leaders are actively seeking out this person
- The HRBP team has clear expectations, better tools and is operating with consistency and repeatability
- The most significant ER and compliance risks are identified, documented, and being managed proactively.
In the first year:
- Measurable improvement in manager capability and manager-employee relationship quality
- At least one previously recurring ER or operational problem has been turned into a repeatable mechanism
- Org design work is happening proactively alongside hiring and business planning, not reactively after decisions are made