Director, Corporate Human Resources Business Partner (HRBP)


The HR Business Partner (HRBP) partners with the Business to enable growth by proactively assessing needs and collaborating to develop and deliver talent management solutions, and provide quality consultation that maximizes engagement and minimizes risk.


Strategic Partnering:
  • Build relationships with appropriate senior business leaders to establish credibility as a trusted advisor to influence and support key strategic and operational decisions.
  • Keeps succession planning, career development and performance management processes and results aligned with the organization’s goals. Increases the buy-in and capabilities of executives and managers within client organizations to apply these practices to build bench strength and ensure a qualified and ready pipeline of successors.
  • Understands the operating model for the Business Partner (BP), and assess impact of any changes on existing talent.
  • Facilitate development and execution of talent strategy with BP
  • Identify HR’s contribution to realizing clients’ objectives and leverage HR services or programs to suit the needs of BP.
  • Facilitate career management and planning in alignment with talent management expectations.
  • Identify and support critical metrics to assess and measure impact and results.
  • Facilitate organizational change management and help leaders to align communication, behavior, and infrastructure to support the desired changes.
  • Mitigate risk by ensuring appropriate escalation / investigation of performance, conduct and other Associate Relations related matters.
Needs assessment:
  • Support clients’ coverage and identify emerging talent issues before they impact the clients’ strategy fulfillment
  • Leverage associate feedback and/or interviews to maintain or build awareness of covered population, issues and challenges.
  • Leverage HR COE teams as relevant to conduct assessments.
  • Continually assess the HR implications of client-driven strategic options and proactively communicate.
Monitor Culture and Drive Change:
  • Facilitate the adoption of HR policies and practices and educate leaders and managers regarding HR capabilities
  • Support ‘One HR’ culture, mutual accountability and respect within HR team.
  • Drives organizational improvements and decision-making to constantly improve corporate talent across the business while balancing both strategic needs and tactical goals.
  • Keeps succession planning, career development and performance management processes and results aligned with the organization’s goals.
  • Supports and drives diversity and inclusion initiatives at all levels; fosters a culture of associate engagement.
  • Supports and drives the corporate leadership and corporate functions to embrace organization changes and promote continuous improvement through operational excellence.
  • Partners with HR Centers of Excellence to provide seamless HR operations support to the client organizations.
  • Support HR initiatives across calendar year and keep the line up to date on forthcoming initiatives.
  • Drive for Results
  • Planning and Organizing
  • Business Acumen
  • Change Management
  • Analysis and Judgment
  • Interpersonal Effectiveness
  • Conflict Management
  • Dealing with Ambiguity

  • At least 10 plus years of progressive HR experience.
  • Bachelor’s degree or equivalent in Human Resources, Business, Management, Organization Development or related field.
  • At least 10 plus years of progressive HR experience.
  • SPHR or SHRM-SCP desired
  • Experience leading projects and helping to foster/create a positive working environment.
  • Experience designing, building and implementing HR functional programs, policies, tools and procedures.
  • Experience of successfully managing multiple priorities & projects through successful delivery and implementation under time, budget and political pressure
  • Proven success in working in a fast-paced growing business environment
  • Experience working collaboratively to facilitate the delivery of HR support
  • Strong ability to partner with Human Resources (e.g., compensation, learning & development, and associate relations) desired with a mix of operational, strategic and systems thinking experience
  • Experience working with a service delivery model that includes shared services
  • Job requires ability to work in an office environment, primarily on a computer.
  • Requires sitting, standing, walking, hearing, talking on the telephone, attending in-person meetings, typing, and working with paper/files, etc.
  • Consistent timeliness and regular attendance. Some travel required
  • Vision requirements: Ability to see information in print and/or electronically.

This job description is a summary of the primary duties and responsibilities of the job and position. It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities. Contents are subject to change at management’s discretion.

Ross is an equal employment opportunity employer. We consider individuals for employment or promotion according to their skills, abilities and experience. We believe that it is an essential part of the Company’s overall commitment to attract, hire and develop a strong, talented and diverse workforce. Ross is committed to complying with all applicable laws prohibiting discrimination based on race, color, religious creed, age, national origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military status, marital or registered domestic partnership status, medical condition (including cancer or genetic characteristics), genetic information, gender, gender identity, gender expression, sexual orientation, as well as any other category protected by federal, state or local laws.