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Director Human Resource Business Partner Jobs (NOW HIRING)

Ineos Pigments

Human Resource Business Partner

Ashtabula, OH · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Human Resource Business Partner ID: 62140 Location: Ashtabula, Ohio Department: Human Resources Campaign Date: N/A More about this job > Description At INEOS Pigments, we value the contribution of ...

NRG

Human Resource Business Partner

Pittsburgh, PA

  • Medical

  • Dental

  • Vision

  • Retirement

The Talent Business Partner will work with assigned business units to provide strategic HR guidance, consultation and coaching to business leaders and employees on all HR related matters to align ...

NRG Energy

Human Resource Business Partner

Princeton, NJ

  • Medical

  • Dental

  • Vision

  • Retirement

The Talent Business Partner will work with assigned business units to provide strategic HR guidance, consultation and coaching to business leaders and employees on all HR related matters to align ...

NRG

Human Resource Business Partner

Pittsburgh, PA · On-site

  • Medical

  • Dental

  • Vision

  • Retirement

The Talent Business Partner will work with assigned business units to provide strategic HR guidance, consultation and coaching to business leaders and employees on all HR related matters to align ...

Acosta

Human Resource Business Partner

Rogers, AR · On-site

$72K - $90K/yr

The Human Resource Business Partner functions in a strategic business partner role to provide and facilitate HR strategies and services. In this role you will serve as the primary HR contact to ...

Genpak

Human Resource Business Partner

Scottsburg, IN · On-site

Human Resources Business Partner Position Summary The Human Resources Business Partner (HRBP) serves as a strategic and operational partner to plant leadership, providing support in employee ...

Acosta

Human Resource Business Partner

Lewisville, TX · On-site

$72K - $90K/yr

The Human Resource Business Partner functions in a strategic business partner role to provide and facilitate HR strategies and services. In this role you will serve as the primary HR contact to ...

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Director Human Resource Business Partner information

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$43.5K

$90.5K

$140.5K

How much do director human resource business partner jobs pay per year?

As of Aug 18, 2026, the average yearly pay for director human resource business partner in the United States is $90,492.00, according to ZipRecruiter salary data. Most workers in this role earn between $72,000.00 and $102,500.00 per year, depending on experience, location, and employer.

What does a director human resource business partner do?

A Director Human Resource Business Partner (HRBP) leads the HRBP team and collaborates closely with senior business leaders to align human resources strategies with overall business goals. They provide strategic guidance on talent management, organizational development, workforce planning, and employee relations. This role ensures that HR initiatives support business objectives, fosters a high-performance culture, and manages complex organizational changes. They also act as a trusted advisor to executives, helping to shape company policies and drive employee engagement.

How does a director human resource business partner typically collaborate with executive leadership to drive organizational change?

A Director Human Resource Business Partner works closely with executive leadership to align HR strategies with business objectives, often participating in strategic planning sessions and organizational development initiatives. This role involves advising leaders on talent management, workforce planning, and change management, ensuring a people-first approach to transformation. The Director acts as a trusted advisor, facilitating communication between HR and other departments, and leading cross-functional projects to improve culture, performance, and employee engagement. Regular collaboration with senior leaders helps drive both immediate business needs and long-term growth.

What are the key skills and qualifications needed to thrive as a director human resource business partner, and why are they important?

To thrive as a Director Human Resource Business Partner, you need deep expertise in HR strategy, organizational development, and business acumen, usually supported by a bachelor's or master's degree in HR or a related field. Familiarity with HRIS platforms, analytics tools, and certifications like SHRM-SCP or SPHR is highly valued. Exceptional leadership, consultative communication, and change management skills enable you to influence stakeholders and drive organizational initiatives. These competencies are critical to aligning HR strategy with business goals and fostering a high-performing, engaged workforce.

What is the difference between Director Human Resource Business Partner vs HR Manager?

AspectDirector Human Resource Business PartnerHR Manager
CredentialsBachelor’s or Master’s in HR, Business, or related field; HR certifications (e.g., SHRM-SCP)Bachelor’s degree in HR, Business, or related field; HR certifications often preferred
Work EnvironmentStrategic partnership with senior leadership, overseeing HR initiatives at a high levelOperational HR functions, employee relations, and policy implementation
Employer & Industry UsageUsed in large organizations across various industries, focusing on strategic HRCommon in organizations of all sizes, handling day-to-day HR activities

The Director Human Resource Business Partner focuses on strategic HR initiatives and partnering with executive leadership, while the HR Manager handles operational HR functions and employee relations. Both roles require HR credentials but differ in scope and strategic involvement.

What cities are hiring for Director Human Resource Business Partner jobs?

Cities with the most Director Human Resource Business Partner job openings:

What are the most commonly searched types of Human Resource Business Partner jobs?

The most popular types of Human Resource Business Partner jobs are:

What states have the most Director Human Resource Business Partner jobs?

States with the most job openings for Director Human Resource Business Partner jobs include:

Director Human Resource Business Partner jobs near you
Infographic showing various Director Human Resource Business Partner job openings in the United States as of August 2026, with employment types broken down into 84% Full Time, 13% Part Time, and 3% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $90,492 per year, or $43.5 per hour.

Human Resource Business Partner

Miller's Ale House

Orlando, FL • On-site

Full-time

Posted 18 days ago

Miller's Ale House rating

5.4

Company rating: 5.4 out of 10

Based on 88 frontline employees who took The Breakroom Quiz

67th of 88 rated restaurants

Job description

Work and Perks
Title: Human Resource Business Partner
Location: Restaurant Support Center - Orlando, FL
POSITION SUMMARY
Miller's Ale House is seeking a dynamic and business-focused Human Resources Business Partner (HRBP) to serve as a strategic partner to Operations leadership and champion initiatives that drive organizational success. Supporting a designated geographic region, the HRBP provides proactive HR consultation and expertise across the employee lifecycle, aligning talent strategies with business objectives while fostering an engaging, high-performing workplace culture.
Reporting to the Sr. HR Business Partner, the HRBP partners closely with Operations leaders and cross-functional teams, including Payroll, Talent Acquisition, Training, Benefits, Risk Management, and other Human Resources Centers of Excellence to deliver solutions that support operational excellence and business growth. The HRBP advises leaders on talent management, performance management, employee relations, organizational effectiveness, compensation, leadership development, workforce planning, change management, and compliance with employment laws and company policies. This role also analyzes workforce trends and key metrics to identify opportunities, mitigate risk, and recommend people-focused strategies that improve engagement, retention, and overall business performance.
Based at the Restaurant Support Center in Orlando, Florida, the HRBP serves as a trusted advisor and influential partner to field leadership, balancing strategic business objectives with the employee experience. Through sound judgment, collaboration, and a commitment to Miller's Ale House values, the HRBP helps cultivate a workplace where leaders, Team Members, and the business can thrive.
ESSENTIAL REQUIREMENTS & KEY RESPONSIBILITIES
The HRBP position is responsible for aligning business objectives with employees and management in designated store locations. The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates People-related needs. The position formulates partnerships across the People function to deliver value-added services to the management team and team members at assigned locations.
Compliance
  • Maintain a thorough understanding of federal, state, and local employment laws and regulations, applying this knowledge to support day-to-day employment decisions, mitigate legal risk, and ensure organizational compliance.
  • Monitor changes in employment laws and regulations, communicating emerging legal requirements and partnering with the Sr. HR Business Partner to evaluate impacts, develop policies, and implement compliant business practices.
  • Conduct audits of employment-related processes, records, reports, and required notices to ensure accuracy, timely completion, and compliance with company policies and applicable laws.
  • Evaluate employment practices and operational processes to identify compliance risks, recommend corrective actions, and partner with business leaders to implement sustainable solutions.
  • Escalate significant or high-risk compliance concerns to the Sr. HR Business Partner, providing recommendations to address identified issues, reduce future risk, and strengthen compliance practices.
  • Partner with Senior Operations Leadership to communicate compliance expectations, provide education and guidance, and validate ongoing adherence to company policies, employment laws, and regulatory requirements.

Employee Relations
  • Partner with business leaders to provide comprehensive HR support across the employee lifecycle, including talent acquisition, onboarding, workforce planning, performance management, employee relations, compensation, training and development, health and safety, succession planning, retention initiatives, recognition programs, and other people strategies that support business objectives.
  • Serve as a trusted advisor to leaders by providing coaching and guidance on performance management, policy interpretation, employee development, organizational effectiveness, and complex people matters. Assess performance concerns and recommend appropriate corrective action, coaching, performance improvement plans, disciplinary measures, and other employment actions to ensure consistency, fairness, and compliance with company policies and employment laws.
  • Collaborate effectively with business leaders and cross-functional stakeholders to develop and implement strategies and programs that attract, develop, engage, reward, and retain high-performing talent while fostering a positive and inclusive workplace culture.
  • Conduct thorough, objective, and confidential employee relations investigations; identify root causes, provide recommendations for resolution, and independently manage employee relations matters or escalate complex or high-risk issues to the Sr. HR Business Partner, as appropriate.
  • Support and execute key HR initiatives, including performance review processes, goal setting, compensation planning, talent reviews, succession planning, recognition programs, organizational changes, and other strategic people initiatives that drive business and talent outcomes.

Other Responsibilities
  • Partner with Multi-Unit Operations Leaders to align people strategies with business objectives, providing proactive HR consultation and support that drives operational and organizational success.
  • Support restaurant operations by identifying workforce challenges, diagnosing root causes, recommending practical solutions, and coordinating appropriate HR resources to achieve business goals.
  • Foster effective two-way communication by ensuring consistent, timely, and transparent communication practices throughout assigned restaurant locations and support teams.
  • Maintain the highest level of confidentiality and professionalism when handling sensitive employee, business, and organizational information.
  • Stay current on Human Resources best practices, employment law, and industry trends by participating in professional development, continuing education, and other learning opportunities.
  • Travel up to 20%, as needed, to support assigned restaurant locations, business initiatives, training, investigations, and organizational needs.

CORE COMPETENCIES
  • Exceptional interpersonal, relationship-building, and influencing skills, with the ability to establish credibility and trusted partnerships across all levels of the organization.
  • Strong consultation and coaching skills, with experience supporting leaders in employee engagement, performance management, organizational effectiveness, and talent development.
  • Working knowledge of core Human Resources functions, including onboarding, employee engagement, compensation, benefits, performance management, and employee relations.
  • Excellent verbal and written communication skills, with the ability to communicate directly, professionally, and tactfully while handling sensitive and confidential matters.
  • Strong analytical, critical thinking, and problem-solving abilities, with the capability to evaluate complex situations and provide practical, business-focused recommendations.
  • Exceptional organizational skills and attention to detail, with the ability to manage multiple priorities in a fast-paced environment while maintaining accuracy and follow-through.
  • Proficiency with Human Resources Information Systems (HRIS), preferably UKG Pro (formerly UltiPro), and Microsoft Office Suite, including Word, Excel, PowerPoint, and Outlook.
  • Ability to maintain the highest level of confidentiality and exercise sound judgment in managing sensitive employee and business information.

Requirements and Qualifications
  • Three (3) or more years of progressive Human Resources experience, including Human Resources Business Partner or equivalent generalist experience supporting business leaders.
  • Demonstrated ability to coach, influence, and develop leaders at multiple levels of the organization, providing sound judgment and practical HR guidance.
  • Comprehensive knowledge of federal, state, and local employment laws and regulations, with experience applying employment law principles to employee relations, performance management, and workplace compliance.
  • Strong interpersonal, consultation, negotiation, conflict resolution, and problem-solving skills, with the ability to navigate complex and sensitive employee matters.
  • Excellent verbal and written communication skills, with the ability to build credibility and establish effective partnerships across all levels of the organization.
  • Ability to analyze workforce trends and HR data to develop recommendations that support business and talent objectives.
  • Professional Human Resources certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred.
  • Bachelor's degree in Human Resources, Business Administration, or a related field required; equivalent combination of education and relevant professional experience may be considered.
  • Bilingual (English/Spanish) preferred.

PHYSICAL DEMANDS
  • Requires walking, sitting, lifting, pushing, pulling, and climbing occasionally.
  • Exerting up to 10 pounds of force occasionally.
  • The job involves sitting most of the time but also involves walking or standing for brief periods.
  • While performing the duties of this job, the employee is regularly required to talk and hear, and to communicate with other employees/visitors.

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