Director, Human Resources Business Partner (HRBP)

Keolis America•Boston, MA

5d•$150,000 - $170,000•Hybrid

About The Position

The Director, Human Resources Business Partner (HRBP), serves as a strategic advisor and consultant to senior leadership, aligning business objectives with people strategies that drive organizational performance and growth. This role partners closely with functional leaders to deliver proactive, forward-thinking HR solutions in the areas of talent management, workforce planning, organizational design, change management, employee engagement, and leadership development. The Director HRBP plays a critical role in shaping and executing the people’s strategy, acting as a trusted coach to leaders and a champion for culture and inclusion. This role leads to the implementation of enterprise HR initiatives within assigned business units and collaborates with Centers of Excellence (COEs)/Keolis North America Shared Services to ensure alignment with broader organizational goals. Supervisory Responsibilities: Recruits, interviews, hires, and trains Oversees the daily workflow of their assigned client groups Provides constructive and timely performance evaluations. Handles discipline and termination of employees in accordance with company policy.

Requirements

Strong business acumen
Exceptional relationship-building capabilities, and a proven track record of driving results in a complex, fast-paced environment
Strong analytical and problem-solving skills.
Excellent verbal and written communication skills
Ability to push back on status quo, by offering new ideas, and ways of implementing key processes, and projects.
Excellent interpersonal and negotiation skills.
Excellent organizational skills and attention to detail.
Excellent time management skills with a proven ability to meet deadlines.
Strong leadership skills.
Ability to adapt to the needs of the organization and employees.
Ability to prioritize tasks and to delegate them when appropriate.
Thorough knowledge of employment-related laws and regulations.
Proficient with Microsoft Office Suite or related software.
Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.
Bachelor’s degree in human resources, Business Administration, or related field required, master’s degree preferred.
At least 7-10 years of human resource management experience with roles in increasing responsibilities and at least 2 years in an HR leadership position
Must be in the office at least 2 times a week and be highly visible to employees, managers and other key stakeholders.
Must make visits out to the field on a regular basis.

Nice To Haves

SHRM-CP or SHRM-SCP highly preferred.

Responsibilities

Collaborates with their client group to understand the organization’s goals and strategy related to staffing, recruiting, and retention- by defining a workforce plan each year.
Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.
Is the liaison between the HR subject matter expertise, and the Shared Services Team at Keolis North America for their client group.
Works closely with Labor Relations team to ensure adherence to the CBAs for the respective client group.
Oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development for their respective client groups.
Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.
Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system.
Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies policies and practices to maintain compliance.
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
Performs other duties as required