Dayforce · 3 hours ago
Sr. Director, HRBP (SP&T and G&A)
United States
Full-time
Remote
Director/Executive
$161K/yr - $288K/yr
15+ years expDayforce is a global human capital management company that offers a unified Cloud HCM platform. The Sr. Director, HRBP serves as a strategic advisor to C-Suite executives, driving alignment between business and people strategies to enhance organizational performance and transformation.
Computer Software
Responsibilities
Align business strategy with functional or regional people strategy and the overarching HR functional strategy, ensuring a unified enterprise-wide approach
Challenge assumptions and push leadership thinking by using data-driven insights to influence decisions that are scalable and aligned with enterprise priorities
Establish strong, trust-based relationships with senior business leaders, key stakeholders, and HR Centers of Excellence (COEs) to enable strategic partnership
Follow a data-driven approach to proactively assess organizational health, enabling better decisions related to talent, structure, and workforce planning
Partner with COEs to deliver large-scale transformation initiatives (e.g., organizational design, culture change, M&A, change management) with global consistency
Represent and incorporate the voice of the business into COE program design and proactively provide insights and feedback
Provide proactive guidance to senior leaders on executive succession planning, leadership pipeline development, and long-term talent strategy
Consult on highly sensitive executive-level employee relations issues, including regulatory investigations and senior leader terminations
Lead HRBP teams with clear expectations, coaching, development, and adoption of best practices
For international scope: Partner with HRBP Leaders and site leadership to ensure that functional strategies, programs, and processes meet regional requirements and regulatory obligations
Cascade priorities and ensure alignment between global and regional HRBP teams
Serve as the primary HR advisor and thought partner to senior business leaders, shaping people strategy in alignment with organizational objectives
Partner with the CPO and business executives to design and execute workforce strategies that enable innovation, agility, and long-term growth
Translate business priorities into actionable HR initiatives that drive talent, leadership, and organizational effectiveness outcomes
Influence C-Suite and regional leadership on talent strategy, succession planning, culture transformation, and change management
Lead enterprise or regional organizational design and transformation initiatives to optimize structure, efficiency, and scalability
Shape and reinforce company culture through leadership development, employee engagement, and inclusion efforts
Guide senior leaders through complex change initiatives, ensuring communication, alignment, and adoption across the organization
Partner with HR COEs to ensure talent programs (e.g., compensation, performance, leadership development) are effectively designed and executed for functional or regional populations
Build, lead, and coach a team of high-performing HR Business Partners who deliver strategic consulting to their client groups
Provide mentorship, guidance, and direction to elevate HRBP capabilities globally and regionally
Foster a collaborative, inclusive HR culture that emphasizes partnership, accountability, and innovation
Partner with Talent Management, Total Rewards, and other COEs to drive workforce planning, succession management, and leadership development initiatives
Provide counsel on executive talent decisions, retention strategies, and key capability gaps
Ensure that performance management processes are effective, fair, and linked to business outcomes
Serve as a bridge between the business and HR COEs, representing enterprise and functional needs during program design and implementation
Act as a strategic connector across geographies and functions to align global initiatives with local execution
Collaborate with HR Operations and Shared Services to ensure service excellence, operational consistency, and data-driven decision-making
Leverage people analytics to inform strategic planning, measure progress, and drive accountability
Qualification
Required
15 years of progressively expanding HR leadership responsibility, advising and supporting C‑suite executives in global business environments
Experience working in technology companies and large-scale global or matrixed organizations
Proven ability to create holistic people strategies aligned with business strategy
Significant experience leading large-scale change initiatives and organizational transformations
Strong business acumen with the ability to understand financial, operational, and talent-related drivers
People manager experience, including coaching and developing senior HRBPs
Demonstrated use of AI tools to increase HR efficiency and insight generation
Bachelor's degree in Human Resources, Business Administration, or related field required
Preferred
advanced degree or HR certification (e.g., SHRM-SCP, SPHR, CIPD) strongly preferred
Benefits
Excellent time away from work programs
Comprehensive wellness initiatives
Recognition through competitive pay and benefits
Volunteer days
Dayforce Cares
Company
Dayforce
Dayforce makes work life better.
5001-10000 employees
Funding
Current Stage
Late StageLeadership Team
Jeremy Johnson
Chief Financial Officer
Aimee Melgar (she/her)
VP, Global Partner Strategy and Programs
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