Sr Director, Human Resources Business Partner

As a Senior Director, HR Business Partner, you will serve as a premier strategic advisor to executive leadership, directly influencing the architecture and execution of critical organizational strategies across our clinical and corporate functions. In this high-impact role, you will partner directly with key enterprise leaders, including the Chief Medical Officer (CMO) and the Chief Quality & Regulatory Officer (CQRO) to translate organizational visions into high-performing talent, workforce, and capability models.

Operating at the intersection of quality excellence, medical strategy, and enterprise transformation, you will diagnose organizational needs, drive operating model effectiveness, and navigate matrixed synergies to foster a culture of innovation and operational excellence.

This role will be hybrid out of our Secaucus, NJ site.

Pay Range: $185,000-215,000/year + 25% Annual Incentive Plan + Long term incentive

Salary offers are based on a wide range of factors including relevant skills, training, experience, education, and, where applicable, certifications obtained. Market and organizational factors are also considered. Successful candidates may be eligible to receive annual performance bonus compensation.

• Responsible for leading, coaching and developing a team of HR Business Partners in support of overall Human Resources and business strategy 

• Key member of the HR community working to develop the HR Business Partner role, including staying abreast of current HR trends and best practices. 

Business Relationships 

• Builds relationships with senior level clients. Is a trusted and credible partner who anticipates needs and proactively recommends solutions.  

• Serves as an active member of the senior leadership team in assigned business/function and is able to influence and challenge others at this level 

• Has a solid understanding of current and future business trends, both internal and external 

• Serves as executive coach providing guidance and consultation to leadership 

Strategy & Planning 

• Consults with senior leaders to develop and execute business strategy to build organizational capabilities, behaviors, structures and process.  Provides strategic direction and influences at all levels in order to drive implementation of the strategy 

• Translates the business plan into talent and organizational plan (e.g. owns the People Strategy for assigned business to include: organizational re-design, strategic workforce planning, total rewards solutions, succession planning and talent management, organizational development and employee engagement of workforce) 

• Optimizes transformational change efforts by providing consulting support, guidance and a framework for leading and managing change 

• Responsible for succession planning / pipeline to ensure leadership talent in support the business strategy 

• Partners with and influences HR Centers of Excellence and HR Service Center to ensure the business is receiving optimal service and value added programs that are aligned with business strategy. 

• Use outcome based metrics supplied by HR Service Center to identify trends and influence the business 

Business Based Outcomes 

• Ensures strong leadership teams in place and plays a key role in recruiting senior level talent  

• Drives toward strong organizational performance as evidenced by business measures such as productivity, quality and service 

• Drives toward optimal culture that facilitates employees’ success. This includes Engagement, Diversity & Inclusion.  

• Drives for high-performance work environment that makes the organization a great place to work and delivers results 

• 10+ years Human Resources experience including 3+ years managing exempt level HR staff. With Master’s Degree: 8 years, 3+ years managing exempt level HR staff
• Bachelor’s Degree BA/BS in HR or related field  (Required)
• Master’s Degree Master’s in HR/MBA or related field preferred  (Preferred)
• Proficiency in MS Office products and HR systems  
• Understanding of state and federal labor laws and regulations  
• Highly developed and effective leadership and strategic influencing skills  
• Ability to work effectively with mid-level to senior members of the organization  
• Business acumen 
• Strategic agility 
• Drive for results 
• Decision quality 
• Managerial courage 
• Organizational savvy 
• Travel Required