Director, Human Resources Business Partner

SharkNinja•Needham, MA

1d•Hybrid

About The Position

As the Director, Human Resources Business Partner (HRBP), you will be a visionary HR leader with a passion for innovation and operations excellence. You will have a strategic influence in both the HR and business teams, developing and executing a people strategy that aligns with both business and HR objectives. The Director, Human Resources Business Partner role will involve analyzing current practices and implementing programs that foster world-class talent and support individual and organizational growth. Key focus areas for the Director, HR Business Partner will include career acceleration, employee engagement, and talent management. Your bias for action and thought leadership will position your client teams to win in a fast-paced environment. Strong collaboration with the other Centers of Excellence within the HR team do deliver tailored content will be critical to your success as the Director, Human Resources Business Partner.

Requirements

Experience: 10+ years of progressive HR experience, with at least 5 years in a strategic HRBP role.
Education: Bachelor’s degree in Human Resources, Business Administration, or a related field. Master’s degree or HR certification is a plus.
Leadership: Proven track record of leadership and influence at all levels of the organization. Strong coaching, facilitation, and conflict resolution skills.
Strategic Thinking: Ability to think strategically and translate business needs into effective HR solutions. Strong analytical and problem-solving skills.
Communication: Excellent interpersonal and communication skills. Ability to build strong relationships and influence stakeholders.
Adaptability: Thrives in a fast-paced, ever-changing environment. Demonstrated ability to manage multiple priorities and deliver results.

Responsibilities

Strategic Partner: Act as a trusted advisor to the operations leadership, driving HR strategies that support business objectives, foster innovation, and enhance organizational effectiveness.
Thought Leadership: Drive innovation and strategic thinking within your client teams, positioning them for success in a fast-paced environment.
Talent Management: Lead initiatives to attract, develop, and retain top operations talent. Implement robust talent management programs, including succession planning, performance management, and career development.
Organizational Development: Partner with leaders to design and implement organizational structures, processes, and cultures that support agility, collaboration, and high performance.
Employee Relations: Champion a positive and inclusive workplace culture. Address employee relations issues with empathy and professionalism, ensuring compliance with policies and regulations.
Change Management: Drive change initiatives that support growth and transformation within the Operation teams. Provide coaching and support to leaders and employees through periods of change.
HR Operations: Oversee HR operations and ensure alignment with company policies and legal requirements. Utilize data and analytics to drive decision-making and measure the impact of HR initiatives.