ZipRecruiter

Log In

1

Director Human Design Jobs (NOW HIRING)

URBN

Senior Director, Human Resources

Philadelphia, PA · On-site

Role Summary The Senior Director, HR Business Partners is the operating leader of the HRBP function ... Design and continuously improve how the HRBP function is structured, resourced, and deployed ...

PlayMetrics

Director Human Resources

Morrisville, NC · On-site

We're hiring a Director of HR to build and run the people function as we scale. This is a hands-on ... Design and administer competitive benefits programs, medical/dental/vision, 401(k), disability/life ...

New

PlayMetrics

Director Human Resources

Morrisville, NC · Hybrid

We're hiring a Director of HR to build and run the people function as we scale. This is a hands-on ... Design and administer competitive benefits programs, medical/dental/vision, 401(k), disability/life ...

New

Calspan LLC

Director, Human Resources

Buffalo, NY · On-site

We're looking for a Director, Human Resources to lead a passionate team and shape the future of our ... Partner with business leaders to design and implement forward-thinking workforce plans. * Oversee ...

URBN

Senior Director, Human Resources

Philadelphia, PA · On-site

Role Summary The Senior Director, HR Business Partners is the operating leader of the HRBP function ... Design and continuously improve how the HRBP function is structured, resourced, and deployed ...

Cordance

Director, Human Resources

OR · Remote

Position Overview The Director of Human Resources serves as a strategic HR leader and trusted ... Lead workforce planning, organizational design, and talent strategies that support growth ...

Cosette Pharmaceuticals Inc.

Design and deploy targeted learning and development (L&D) initiatives that enhance managerial ... HR Manager/Director capacity. Proven track record of successfully developing and deploying ...

Conagra Brands

Director Human Resources

Russellville, AR · Hybrid

$135K - $200K/yr

Reporting to the Senior Director of Human Resources, you will partner with assigned business ... Design and implement training and development programs including needs assessment, delivery, and ...

RAVE Aerospace LLC

Director, Human Resources

Brea, CA · Hybrid

$150K - $170K/yr

Summary The Director of Human Resources is a strategic leader responsible for shaping and executing ... Oversee the design and delivery of onboarding, training, and leadership development programs

New

Champion Foods

Director, Human Resources

Detroit, MI · On-site

The Director, Human Resources is responsible for further developing, aligning and executing human ... Lead the on-going design, development, and execution of initiatives, programs, processes, and ...

Petmate

Director, Human Resources

Arlington, TX · On-site

... Director of Human Resources is a strategic business partner responsible for aligning people ... Organizational Design & Workforce Planning: * Partner with the Chief of Staff and ELT on ...

RAVE Aerospace LLC

Director, Human Resources

Brea, CA · On-site

$150K - $170K/yr

Summary The Director of Human Resources is a strategic leader responsible for shaping and executing ... Oversee the design and delivery of onboarding, training, and leadership development programs

Conagra Brands

Director Human Resources

Omaha, NE · Hybrid

$135K - $200K/yr

Reporting to the Senior Director of Human Resources, you will partner with assigned business ... Design and implement training and development programs including needs assessment, delivery, and ...

next page

Showing results 1-20

All JobsHuman Design JobsDirector Human Design Jobs

Director Human Design information

See salary details

$37K

$135.8K

$243K

How much do director human design jobs pay per year?

As of Jul 12, 2026, the average yearly pay for director human design in the United States is $135,763.00, according to ZipRecruiter salary data. Most workers in this role earn between $109,500.00 and $163,000.00 per year, depending on experience, location, and employer.

What is the difference between Director Human Design vs Human Design Consultant?

AspectDirector Human DesignHuman Design Consultant
CredentialsTypically requires advanced certifications and leadership experience in Human DesignUsually holds certification in Human Design, with less emphasis on leadership roles
Work EnvironmentLeads teams, manages projects, and develops organizational strategies within companiesProvides individual or group readings, coaching, and personal development sessions
Employer & Industry UsageEmployed by organizations to oversee Human Design initiatives or departmentsWorks independently or for consulting firms, serving clients directly

The main difference is that a Director Human Design typically manages teams and strategic projects within organizations, requiring leadership credentials, while a Human Design Consultant focuses on client sessions and personal coaching, often working independently. Both roles require certification, but their work environments and responsibilities differ significantly.

What cities are hiring for Director Human Design jobs? Cities with the most Director Human Design job openings:
What are the most commonly searched types of Human Design jobs? The most popular types of Human Design jobs are:
What states have the most Director Human Design jobs? States with the most job openings for Director Human Design jobs include:
Director Human Design jobs near you
Senior Director, Human Resources

Senior Director, Human Resources

URBN

Philadelphia, PA • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 20 days ago

URBN rating

6.7

Company rating: 6.7 out of 10

Based on 54 frontline employees who took The Breakroom Quiz

32nd of 104 rated fashion retailers

Job description

Role Summary
The Senior Director, HR Business Partners is the operating leader of the HRBP function for the entire organization - accountable for the quality, capability, consistency, and strategic impact of a team of HR Business Partners.
The Senior Director works to ensure that the entire HRBP team is operating at the highest possible level, continuously improving, and collectively delivering HR partnership that is coherent, consistent, and business-driving across all client groups.
The Senior Director also maintains direct business partnership with a diverse executive client group - staying grounded in the actual work of HR partnership, credible in the eyes of the team, and connected to the business dynamics that inform how they lead the function.
Role Responsibilities
Leading & Developing the HRBP Team
  • Manage and develop a team of 3-6 HR Business Partners at both leadership and individual contributor levels, providing individualized coaching, structured development plans, and deliberate stretch opportunities calibrated to each person's growth trajectory
  • Build a high-performing team culture defined by intellectual curiosity, strategic ambition, peer learning, and mutual accountability - creating an environment where HRBPs feel challenged, supported, and proud of the work they do
  • Own the talent plan for the HRBP team - succession, capacity planning, and hiring strategy - partnering with the Executive Director HR and TA to ensure the team is always building toward its next level of capability
  • Conduct structured performance conversations for all direct reports through URBN Connects, with differentiated feedback grounded in observed business partnership behaviors, not just activity completion

Building & Evolving the HRBP Operating Model
  • Design and continuously improve how the HRBP function is structured, resourced, and deployed - including client alignment, operating norms, workload management, and how HRBPs collaborate with one another across client group boundaries
  • Identify opportunities to introduce more agile, flexible resource deployment - enabling HRBPs to work on the highest-priority business challenges across the portfolio, not just serve fixed client groups in isolation
  • Establish shared frameworks, tools, and standards that ensure every HRBP is operating from a common foundation - from talent calibration and performance coaching to engagement action planning and ER advising
  • Partner with the Executive Director HR on the long-term maturity trajectory of the HRBP function - identifying when and how to advance the team from efficient service delivery toward truly consultative, problem-oriented HR partnership

Maintaining Direct Business Partnership
  • Serve as an active, credible HR business partner to a defined set of executive clients within the brand or shared services organization - maintaining the consulting edge and business fluency required to lead the team with credibility and firsthand insight
  • Serve as the primary escalation point for complex, high-stakes, or cross-brand people situations - including sensitive ER matters, executive-level performance situations, and significant organizational changes - providing sound judgment and appropriate urgency
  • Use direct client experience to stay current on the business dynamics shaping talent priorities across the portfolio, and share those insights with the Executive Director HR to inform enterprise-level people strategy

Integrating the HRBP Team with the Broader HR Function
  • Build strong, productive partnerships with COE leaders across Compensation, Benefits, L&D, HR Ops, ER, and Talent Acquisition - ensuring the HRBP team is consistently connecting business leaders to the right solutions, and that COE programs land with quality and consistency across all client groups
  • Synthesize the people intelligence generated across the HRBP team into a coherent, enterprise-level workforce narrative for the Executive Director HR - identifying cross-cutting themes, shared risks, and systemic opportunities that individual HRBPs cannot see from their individual vantage points
  • Partner with COE leaders on program design, ensuring that the perspectives of corporate brand and shared services employees are reflected in how COE offerings are built, communicated, and measured

HR Function Strategy & Governance
  • Monitor ER case quality and compliance consistency across the HRBP team - ensuring policy is applied consistently, legal risk is managed appropriately, and the team's ER judgment is continuously improving through coaching and case debrief
  • Contribute to the Executive Director HR's HR function strategy - including operating model design, HR capability investment, and the evolution of how Shared Services COEs and HRBPs work together to deliver integrated, high-impact HR solutions
  • Ensure URBN's HR policies are applied consistently across all client groups served by the HRBP team, and identify patterns of inconsistency or risk that require structural rather than individual responses

Role Qualifications
Experience
  • 8-12 years of progressive HR experience, including demonstrated experience as a senior-level HRBP with a strong track record of executive-level business partnership
  • 5-7 years of direct people management experience within HR - with a demonstrated ability to develop HR professionals, build team capability, and hold a team to a high standard of quality
  • Experience managing HRBPs or HR generalists across multiple client groups or business units, with a track record of improving team consistency and impact
  • Experience in retail, fashion, lifestyle brand, or consumer-facing industry preferred - with demonstrated understanding of how brand culture and business dynamics shape people strategy
  • Experience working across a complex HR operating model with COEs and shared services, and a track record of building effective cross-functional HR partnerships
  • Demonstrated ability to stay credibly connected to business partnership work while also managing a team - not one or the other, but both simultaneously

Knowledge & Skills
  • Strong working knowledge across all major HR domains (talent management, compensation, L&D, ER, HR Ops, organizational design, workforce planning) - sufficient to guide HRBPs through complex, multi-domain situations and to hold COE partners accountable for quality outcomes
  • HR operating model knowledge: understanding of how HRBP functions are structured and evolved in the context of Systemic HR maturity, including COE integration, pool-based deployment models, and capability-based team design
  • People leadership skills: ability to coach HR professionals with specificity and care, build team culture deliberately, manage performance with fairness and courage, and develop talent within the function
  • People analytics: ability to synthesize workforce data across multiple client groups into a coherent enterprise narrative - not just managing individual HRBP dashboards, but seeing the pattern across the portfolio
  • Employment law and ER judgment: command of ADA, FMLA, Title VII, ADEA, FLSA, and EEO sufficient to guide the team on complex matters and partner effectively with Legal on high-stakes situations
  • Change management: ability to lead the HRBP team through its own capability evolution - managing resistance, building commitment, and sustaining momentum toward a higher standard of HR partnership
  • HRIS proficiency (UKG or equivalent); comfort with people analytics platforms and AI-enabled HR tools; willingness to champion adoption within the team

The Perks
URBN offers comprehensive Perks & Benefits to employees. Availability and eligibility to specific benefits may be subject to your location and employment status. Benefits include medical, dental, vision, PTO, generous employee discounts, retirement savings and much more! For additional information visit www.urbn.com/work-with-us/benefits
EEO Statement
URBN celebrates diversity and is committed to creating an inclusive environment for all employees. We are proud to provide equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, sex (including gender, pregnancy, sexual orientation, and gender identity or expression), religion, creed, age, physical or mental disability, national origin or ancestry, ethnicity, citizenship, service in the uniformed services, genetic information, or any other protected characteristic as established by law. We believe strongly in fostering a safe, fair and respectful work environment. To ensure compliance with our non-discrimination and anti-harassment policies, we offer anti-harassment training to managers and employees.

What URBN employees say

Pay

Benefits

Hours and flexibility

Workplace

Get the full story on Breakroom

Apply