[Hiring] Senior Human Resources Business Partner @Direct Travel

Role Description

The Senior HR Business Partner (HRBP) is a highly motivated, experienced strategic advisor and self-starter who serves as a trusted partner with senior leaders and people managers. This pivotal role, reporting to the Senior Manager, Human Resources, offers a unique opportunity to drive people strategies that align with and enable Direct Travel’s overall business objectives.

The Senior HRBP brings strong business acumen, operational excellence, and deep HR expertise to influence leadership decisions, manage change, and scale people practices in a fast-paced, global environment.

Responsibilities

• Strategic Business & Consultative Partnership:
  • Act as a strategic HR partner to assigned business leaders, understanding their business goals and challenges, and translating them into actionable HR strategies and solutions.
  • Lead and support critical talent initiatives including workforce planning, talent acquisition strategies, performance management, succession planning, and leadership development programs.
  • Influence decision-making using data, insights, and HR metrics to identify trends, diagnose organizational issues, and inform objective decision-making.
  • Partner with people managers to develop workforce plans, plan hiring needs, and address critical gaps and issues proactively.
  • Partner with the Centers of Excellence (Compensation, Benefits, Talent Acquisition, People Operations) to ensure alignment and efficiencies in delivering integrated solutions to the business.
  • Facilitate seamless and positive employee experiences throughout the employee life cycle.
• Talent & Organizational Effectiveness:
  • Drive organizational effectiveness by identifying opportunities for improvement in structure, processes, and culture; support change management initiatives.
  • Partner with leaders on talent planning, including workforce forecasting, capability building, and critical value role identification.
  • Support the development of high-potential leaders, development plans, and coaching initiatives.
  • Support large, multi-level organizations through growth, restructuring, and transformation initiatives.
  • Champion DT’s culture and values and implement initiatives to enhance employee engagement, morale, and retention of key talent.
  • Provide coaching and guidance to leaders and employees on various topics, including career development, team dynamics, and effective communication.
• Operational Excellence, HR Program Execution & Change Management:
  • Partner with the Senior Manager - HR, on complex change management initiatives including reorganizations, acquisitions, and transformations.
  • Partner with people leaders to manage organizational transitions, mergers, acquisitions, and integrations.
  • Reinforce company culture and values during periods of change.
  • Ensure consistent application of practices across client groups.
  • Identify and implement opportunities to improve HRBP processes and ADP Lyric/Workday processes.
  • Leverage ADP Lyric/Workday and people analytics to inform decisions and build reports to diagnose organizational health.
  • Track metrics, streamline data management, and automate routine tasks.
  • Collaborate with the HRBP and HR team on the standardization of HRBP templates, tools, and scorecards.
  • Collaborate with the HR Centers of Excellence to deliver scalable HR solutions.
  • Partner with the Compensation and Benefits COEs to ensure competitive compensation practices and effective benefits administration.
• Employee Relations & Compliance:
  • Partner with people leaders to address performance issues fairly, timely, and effectively.
  • Provide expert guidance and resolution on complex employee relations issues, ensuring fair and consistent application of policies.
  • Implement and interpret HR policies, procedures, and programs; ensure compliance with all employment laws and regulations.
  • Coach leaders on risk mitigation, performance management, and corrective action plans.
  • Mitigate organizational risk through proactive education on policy, employment law, and effective communication.

Qualifications

• Bachelor’s degree in human resources, business administration, or related field.
• 8-12+ years of progressive HR experience, with significant time spent as an HR Business Partner or Advisor.
• Demonstrated success partnering with leaders in large, complex, fast-paced changing environments (e.g., 1,000+ employees).
• Experience supporting large client groups (500+ employees).
• Strong working knowledge of U.S. and Canadian employment law and HR practices preferred.
• Demonstrated ability to operate in a fast-paced, high-growth, or transformative environment.
• Strong consulting, coaching, and influencing skills with senior leadership.
• Strong business acumen with the ability to connect people strategy to financial and operational outcomes.

Skills

• Strong consultative and advisory skills with the ability to build trust and influence leaders.
• Excellent analytical and problem-solving skills, with a data-driven approach to decision-making.
• Coaching and consultative leadership style.
• Advanced employee relations expertise.
• Strategic and results-oriented thinking.
• Strong executive presence and influencing skills.
• Change management and organizational design expertise.
• Talent and succession planning expertise.
• Strong judgment, confidentiality, and integrity.
• Excellent communication, coaching, and facilitation skills.
• Exceptional organizational skills, with the ability to manage multiple clients and priorities simultaneously.

Technical Proficiency

• Proficient in Microsoft Office Suite (Word, Excel, PowerPoint).
• Experience with data analysis and presenting metrics to drive decision-making.