Executive Director HR Business Partner

Position Summary:
The Executive Director, HR Business Partner (HRBP) serves as a strategic advisor and trusted partner to executive leadership teams, translating business strategy into talent, organization, and workforce priorities. This role partners with senior leaders to drive organizational effectiveness, leadership capability, workforce planning, talent management, culture, and business transformation in a complex, global, matrixed environment.
The Executive Director HRBP operates as a key member of both the business leadership team and the HR leadership community, leveraging deep business acumen, data-driven insights, and enterprise thinking to build organizational capability, accelerate performance, and enable sustainable growth.
Key Responsibilities:
Strategic Business Partnership
Partner with Executive leadership, and their leadership teams to align people strategies with business objectives.
Serve as a trusted advisor on organizational effectiveness, leadership effectiveness, talent strategy, and workforce planning.
Translate business priorities into actionable talent and organization plans.
Provide thought leadership on organization design, operating models, capability building, and organizational health.
Influence business decisions through workforce analytics, market insights, and talent data.
Organizational Effectiveness & Transformation
Lead organizational design and restructuring initiatives to support business growth and transformation.
Facilitate leadership team effectiveness, operating model design, and decision-making effectiveness.
Drive change management strategies associated with business transformation, acquisitions, integrations, restructures, and growth initiatives.
Support enterprise-wide transformation efforts by ensuring organizational readiness and adoption.
Assess organizational capability and identify opportunities to improve effectiveness, scalability, and performance.
Talent Strategy & Workforce Planning
Lead talent review and succession planning processes across client groups.
Partner with leaders to identify critical roles, key talent, and succession pipelines.
Facilitate strategic workforce planning to ensure future capability needs are identified and addressed.
Drive talent movement, internal mobility, and leadership pipeline development.
Partner with Talent Acquisition to develop hiring strategies for critical talent needs.
Performance & Leadership Development
Guide leaders through performance management, calibration, and talent differentiation processes.
Coach executives and senior leaders on leadership effectiveness, team performance, and organizational leadership.
Support development planning for key talent and leadership populations.
Partner with Talent Management and Learning teams to build leadership capability and accelerate organizational readiness.
Champion a performance culture grounded in accountability, growth, and results.
Employee Experience & Culture
Partner with leaders to foster a high-performing, engaged, and inclusive culture.
Leverage employee feedback, engagement insights, and workforce data to drive action planning.
Support culture integration and evolution during periods of change and growth.
Ensure alignment between leadership behaviors, organizational values, and employee experience.
Promote initiatives that strengthen engagement, retention, and organizational effectiveness.
Employee Relations & Risk Management
Provide strategic guidance on complex employee relations matters.
Partner with Legal, Compliance, and HR Centers of Excellence on sensitive workforce issues.
Ensure consistent application of employment policies, practices, and programs.
Assess organizational risks and recommend proactive mitigation strategies.
Maintain compliance with employment laws and regulations across supported geographies.
Data, Analytics & Business Insights
Utilize workforce analytics and business metrics to identify trends, risks, and opportunities.
Monitor key indicators including engagement, turnover, leadership effectiveness, talent movement, succession readiness, and organizational health.
Develop actionable recommendations based on business and talent insights.
Measure effectiveness of people strategies and organizational interventions.
Partner with HR Strategy and Solutions teams to design and deliver integrated people solutions, leveraging systems, data, and process excellence to enable business outcomes, enhance decision-making, and support enterprise transformation.
Enterprise Leadership
Collaborate closely with Talent Acquisition, Total Rewards, Talent Management, Learning & Development, and HR Strategy & Solutions to align and activate enterprise people programs, ensuring cohesive delivery, effective execution, and measurable impact across the talent lifecycle.
Serve as a leader within the HR organization, contributing to enterprise HR strategy and capability development.
Foster strong partnerships across functions including Finance, Legal, Communications, Strategy, and Operations.
Champion a One Company mindset while balancing enterprise and business-specific priorities.
Qualifications
Required Experience
Bachelor's degree in Human Resources, Business, Organizational Development, or related field.
12+ years progressive Human Resources experience, including significant HR Business Partner leadership experience.
Experience supporting executive leadership teams in global, matrixed organizations.
Demonstrated success leading organizational design, talent management, workforce planning, and change initiatives.
Experience influencing senior leaders and driving business outcomes through people strategies.
Preferred Experience
Master's degree in Business, Human Resources, Organizational Psychology, or related field.
Experience supporting global businesses undergoing transformation, rapid growth, integration, or separation/spin activities.
Experience in technology, data, industrial, mobility, or professional services environments.
Executive coaching certification or leadership assessment experience preferred.
Critical Success Factors
Business Acumen
Understands the business strategy, financial drivers, market dynamics, and customer needs and translates them into talent and organizational actions.
Strategic Thinking
Balances immediate business needs with long-term capability building and organizational sustainability.
Influence & Executive Presence
Builds credibility quickly and effectively influences senior leaders without direct authority.
Organizational Effectiveness Expertise
Demonstrates deep expertise in organization design, workforce planning, talent strategy, and change leadership.
Data-Driven Decision Making
Uses workforce analytics and business insights to guide recommendations and measure outcomes.
Enterprise Mindset
Balances business priorities with enterprise objectives while fostering collaboration across functions and regions.
If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!
It is the policy of Mobility to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, Mobility will provide reasonable accommodations for qualified individuals with disabilities.