634 Director Of Hr jobs in the United States

**Position Overview**
If you are interested in growing your human resources career with one of the largest and fastest growing off-price retailers in the nation, join the Burlington Stores team as a Director of Human Resources - Stores! Are you an experienced HR leader with excellent communication and organizational skills? Would you thrive in a fast-paced, high-energy retail environment where you need to prioritize quickly and think on your feet? Do you understand the value of creating a strong, positive company culture where associates feel supported, valued and welcome? If so, this may be the right opportunity for you!
As a Director of Human Resources, you'll partner with the territory executive and leadership team to assess and deliver global HR needs to ensure the achievement of strategic and operational business goals. You will provide expert advice, counsel, and coaching enabling senior leaders to run their businesses efficiently and successfully attract, develop and inspire top-notch talent. You will lead and direct a team Human Resources Managers throughout the territory to drive, influence and implement people strategies that support and align with business requirements while maintaining a high degree of integrity as you handle sensitive and confidential matters and information. You'll use your expertise in Human Resources Management, Developing Standards, Management Proficiency, Managing Profitability, Process Improvement, Building Relationships and Learning and Development to help implement best practices that will drive results!
**A Day In The Life**
+ Provide leadership and structure for regional teams that encompasses the mission and core values of the company through the development of trust and respect among peers and staff, building strong teams and partnerships, and driving results.
+ Train store, district, and regional management in all areas of human capital management including policy and procedure, leadership skills and development, sexual harassment, talent acquisition, performance management, terminations, and benefits.
+ Maintain expert knowledge of local, state and federal laws and regulations governing employment (EEO, wage and hour, employee benefit, leave)
+ Conduct investigations, train and develop staff; and maintain documentation in an organized manner and attend mediations, arbitrations, and other court proceedings as needed
+ Support the territory in establishing and executing an effective recruiting strategy (short and long term) and work with the region to source, recruit, interview, and hire qualified candidates for management and staff openings
+ Lead, coach and develop the team of HR Managers in your territory.
+ Manage HR operations within the territory with a functional knowledge of business operations
+ Develop and maintain HR metrics
+ Partner with internal and/or external legal counsel to prepare for and/or respond to lawsuits or complaints filed by outside agencies
**You'll Come With**
+ Bachelor's degree in HR, business or related field and/or equivalent PHR/SPHR certification.
+ 10+ years of experience in HR with increasing responsibility in a multi-site environment.
+ Experience with training and organizational development.
+ Proficiency in Microsoft Office programs, as well as knowledge of human resources and applicant tracking systems and software like Workday, Oracle, iCIMS, ADP, APC, etc.
+ Retail industry experience preferred.
+ Bilingual (English/Spanish) preferred.
+ Travel is required to all markets within designated territory.
**Come join our team. You're going to like it here!**
You will enjoy competitive wages, flexible hours, and an associate discount. Burlington's benefits package includes medical, dental and vision coverage including life and disability insurance. Full-time associates are also eligible for paid time off, paid holidays and a 401(k) plan. We are a rapidly growing brand and provide a variety of training and development opportunities so our associates can grow with us. Our teams work hard and have fun together! Burlington associates make a difference in the lives of customers, colleagues, and the communities where we live and work every day. Burlington Stores, Inc. is an equal opportunity employer committed to workplace diversity.
Individual pay decisions will be based on a variety of factors, such as but not limited to, qualifications, education, job-related skills, relevant experience, and geographic location.
**Pay Range** $150,000.00 - $190,000.00
**Posting Number** R
**Location** California-Garden Grove
**Address** 13092 Harbor Boulevard
**Zip Code** 92843
**Pay Rate** Salaried
**Career Site Category** Field Leadership
**Position Category** Field Leadership
**Job Type** Full-Time
**Remote Type** Hybrid
**Evergreen** No

ARE YOU A CURRENT US FOODS EMPLOYEE? PLEASE APPLY DIRECTLY THROUGH OUR INTERNAL WORKDAY CAREER SITE ( Our Community of Food People!
BASIC PURPOSE
Serves as a trusted, strategic advisor to Area Staff, the local management teams, and drives field execution to support business objectives consistent with organization values. Ensures alignment of HR strategy with business objectives. Serves as the primary HR liaison for the Area Staff, the HR team and the local management teams on matters affecting the area. Consults with Region and Functional Partners to optimize effectiveness, team cohesiveness, and ensure effective business decision making particularly related to the human assets of the business. Conducts Area Employee Relations needs analysis and matches HR solutions to identified gaps. Serves as the area escalation point on employee relations issues of significant complexity.
**ESSENTIAL DUTIES AND RESPONSIBILITIES**
- Drive achievement of key results for the area.
- Collaborate with Business Leaders to influence business strategy based on a deep understanding of the business implications for the area, including employee and labor relations.
- Participate in key meetings with Business Leaders to bring HR expertise to business/operational discussions with linkage to HR strategy and business objectives.
- Collaborate with appropriate HR and other teams to ensure new policies, plans, programs, and processes are effectively communicated and implemented consistently within the area.
- Drive improvement in overall team performance and direct talent planning / management which includes: 1.) supporting employee performance improvement planning-including plan development, counseling, and follow-up and 2.) working with Area Staff to facilitate the completion of all talent routines, such as TAPP and STR.
- Conduct investigations of complex Employee Relations and HR matters.
- Advise Area Leaders in conjunction with Region Leadership and Functional Partners on complex employee relations issues and manage risk effectively. Participate in the termination approval process for the area.
- Support culture change initiatives and establish key change management strategies for business-related events impacting human capital for the area.
- Work with Area Leaders to implement appropriate organizational structures as designed and key capabilities required to achieve business objectives. Complete workforce analysis for any RIF process. Work with region leadership and legal to assess risk.
- Drive effective Employee Relations activities designed to promote a positive work environment and advocate for the associate experience.
- Facilitate and follow up on the development of implementation of action plans designed to address issues surfaced through employee surveys-either locally driven or corporate driven.
- Engage effectively with Functional Partners and HR Centers of Excellence. In a market of this size with implications for Region and Company performance, partnering proactively, providing feedback, and engaging across the HR function is essential to successful execution of initiatives.
- Provide insight into Area specific needs for training to Region Leadership and centralized talent management team.
- Lead the HR team for the area with demonstrated people leader skills including the ability to coach and counsel other people leaders
- Other duties as assigned by manager
- Travel required 10% to domiciles and events.
- Incumbent will office in one of the markets of the area they will support
**SUPERVISION:**
- HR Generalists and HR Coordinators
**RELATIONSHIPS**
- Internal: VP Field HR, Region HR Business Leader, Region President, Area President, Regional Functional leaders, Area HR, HR Functional teams, Legal, Communications, Operations Leadership, Commercial Leadership teams
- External: Government agencies, external legal counsel
**WORK ENVIRONMENT**
- Inside office environment, warehouse environment, domiciles
**MINIMUM QUALIFICATIONS**
- Bachelor's degree, preferably in Human Resources, or equivalent work experience required
- Must possess a minimum of 7 years of Human Resources experience ,with increasing levels of responsibility, including support for senior level business
- Labor Relations experience required
- Demonstrated ability to build relationship s at senior levels as well as deeper into the organization
- Must have direct experience leading HR
- 10% travel required
**Certifications/Training**
- PHR or SPHR certification strongly preferred
**Licenses**
- Valid driver's license required & motor vehicle record must be in good standing.
**Preferred Qualifications**
- Experience in process-based Employee Relations strongly preferred
- Experience in a labor-intensive industry that is highly dependent on employee and team-performance strongly preferred
- Multi-site experience preferred
This role will also receive annual incentive plan bonus.
Benefits for this role may include health insurance, pre-tax spending accounts, retirement benefits, paid time off, short-term and long-term disability, employee stock purchase plan, and life insurance. To review available benefits, please click here: depends on relevant experience and/or education, specific skills, function, geographic location, and other factors as applicable by law (for example: state minimum wage thresholds). The expected base rate for this role is between
$95,000 - $55,000
***EOE - Race/Color/Religion/Sex/Sexual Orientation/Gender Identity/National Origin/** **Age/Genetic Information** **/Protected Veteran/Disability Status***
Puede ver este sitio de empleo y aplicación en español utilizando la configuración de su navegador o teléfono móvil. Haga clic a continuación para obtener más información.
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Androide ( Foods is one of America's great food companies and a leading foodservice distributor, partnering with approximately 300,000 restaurants and foodservice operators to help their businesses succeed. With 28,000 employees and more than 70 locations, US Foods provides its customers with a broad and innovative food offering and a comprehensive suite of e-commerce, technology and business solutions. US Foods is headquartered in Rosemont, Ill., and generates more than $28 billion n annual revenue. Visit to learn more.
US Foods may collect personal information from you in connection with the application process. US Foods complies with the California Privacy Rights Act of 2020, and its policy may be found **here ( .**
US Foods, Inc. is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other basis prohibited by applicable law.
EEO is the Law poster is available here ( .
EEO is the Law poster supplement is available here ( .
Pay Transparency policy statement is available here ( .
US Foods is committed to working with and providing reasonable accommodation to individuals with disabilities. If reasonable accommodation is needed to participate in the interview process or to perform essential job functions, please contact our US Foods Application Accommodation Line at . You will be prompted to leave a message. Please state the specifics of the assistance needed and your contact information. A member of our HR department will return your call within two business days.

ARE YOU A CURRENT US FOODS EMPLOYEE? PLEASE APPLY DIRECTLY THROUGH OUR INTERNAL WORKDAY CAREER SITE ( Our Community of Food People!
BASIC PURPOSE
Serves as a trusted, strategic advisor to Area Staff, the local management teams, and drives field execution to support business objectives consistent with organization values. Ensures alignment of HR strategy with business objectives. Serves as the primary HR liaison for the Area Staff, the HR team and the local management teams on matters affecting the area. Consults with Region and Functional Partners to optimize effectiveness, team cohesiveness, and ensure effective business decision making particularly related to the human assets of the business. Conducts Area Employee Relations needs analysis and matches HR solutions to identified gaps. Serves as the area escalation point on employee relations issues of significant complexity.
**ESSENTIAL DUTIES AND RESPONSIBILITIES**
- Drive achievement of key results for the area.
- Collaborate with Business Leaders to influence business strategy based on a deep understanding of the business implications for the area, including employee and labor relations.
- Participate in key meetings with Business Leaders to bring HR expertise to business/operational discussions with linkage to HR strategy and business objectives.
- Collaborate with appropriate HR and other teams to ensure new policies, plans, programs, and processes are effectively communicated and implemented consistently within the area.
- Drive improvement in overall team performance and direct talent planning / management which includes: 1.) supporting employee performance improvement planning-including plan development, counseling, and follow-up and 2.) working with Area Staff to facilitate the completion of all talent routines, such as TAPP and STR.
- Conduct investigations of complex Employee Relations and HR matters.
- Advise Area Leaders in conjunction with Region Leadership and Functional Partners on complex employee relations issues and manage risk effectively. Participate in the termination approval process for the area.
- Support culture change initiatives and establish key change management strategies for business-related events impacting human capital for the area.
- Work with Area Leaders to implement appropriate organizational structures as designed and key capabilities required to achieve business objectives. Complete workforce analysis for any RIF process. Work with region leadership and legal to assess risk.
- Drive effective Employee Relations activities designed to promote a positive work environment and advocate for the associate experience.
- Facilitate and follow up on the development of implementation of action plans designed to address issues surfaced through employee surveys-either locally driven or corporate driven.
- Engage effectively with Functional Partners and HR Centers of Excellence. In a market of this size with implications for Region and Company performance, partnering proactively, providing feedback, and engaging across the HR function is essential to successful execution of initiatives.
- Provide insight into Area specific needs for training to Region Leadership and centralized talent management team.
- Lead the HR team for the area with demonstrated people leader skills including the ability to coach and counsel other people leaders
- Other duties as assigned by manager
- Travel required 10% to domiciles and events.
- Incumbent will office in one of the markets of the area they will support
**SUPERVISION:**
- HR Generalists and HR Coordinators
**RELATIONSHIPS**
- Internal: VP Field HR, Region HR Business Leader, Region President, Area President, Regional Functional leaders, Area HR, HR Functional teams, Legal, Communications, Operations Leadership, Commercial Leadership teams
- External: Government agencies, external legal counsel
**WORK ENVIRONMENT**
- Inside office environment, warehouse environment, domiciles
**MINIMUM QUALIFICATIONS**
- Bachelor's degree, preferably in Human Resources, or equivalent work experience required
- Must possess a minimum of 7 years of Human Resources experience ,with increasing levels of responsibility, including support for senior level business
- Labor Relations experience required
- Demonstrated ability to build relationship s at senior levels as well as deeper into the organization
- Must have direct experience leading HR
- 10% travel required
**Certifications/Training**
- PHR or SPHR certification strongly preferred
**Licenses**
- Valid driver's license required & motor vehicle record must be in good standing.
**Preferred Qualifications**
- Experience in process-based Employee Relations strongly preferred
- Experience in a labor-intensive industry that is highly dependent on employee and team-performance strongly preferred
- Multi-site experience preferred
Compensation depends on relevant experience and/or education, specific skills, function, geographic location, and other factors as applicable by law (for example: state minimum wage thresholds). The expected base rate for this role is between
$95,000 - $55,000
***EOE - Race/Color/Religion/Sex/Sexual Orientation/Gender Identity/National Origin/** **Age/Genetic Information** **/Protected Veteran/Disability Status***
Puede ver este sitio de empleo y aplicación en español utilizando la configuración de su navegador o teléfono móvil. Haga clic a continuación para obtener más información.
Microsoft Edge ( Chrome
Safari
iPhone
Androide ( Foods is one of America's great food companies and a leading foodservice distributor, partnering with approximately 300,000 restaurants and foodservice operators to help their businesses succeed. With 28,000 employees and more than 70 locations, US Foods provides its customers with a broad and innovative food offering and a comprehensive suite of e-commerce, technology and business solutions. US Foods is headquartered in Rosemont, Ill., and generates more than $28 billion n annual revenue. Visit to learn more.
US Foods may collect personal information from you in connection with the application process. US Foods complies with the California Privacy Rights Act of 2020, and its policy may be found **here ( .**
US Foods, Inc. is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other basis prohibited by applicable law.
EEO is the Law poster is available here ( .
EEO is the Law poster supplement is available here ( .
Pay Transparency policy statement is available here ( .
US Foods is committed to working with and providing reasonable accommodation to individuals with disabilities. If reasonable accommodation is needed to participate in the interview process or to perform essential job functions, please contact our US Foods Application Accommodation Line at . You will be prompted to leave a message. Please state the specifics of the assistance needed and your contact information. A member of our HR department will return your call within two business days.

ARE YOU A CURRENT US FOODS EMPLOYEE? PLEASE APPLY DIRECTLY THROUGH OUR INTERNAL WORKDAY CAREER SITE ( Our Community of Food People!
BASIC PURPOSE
Serves as a trusted, strategic advisor to Area Staff, the local management teams, and drives field execution to support business objectives consistent with organization values. Ensures alignment of HR strategy with business objectives. Serves as the primary HR liaison for the Area Staff, the HR team and the local management teams on matters affecting the area. Consults with Region and Functional Partners to optimize effectiveness, team cohesiveness, and ensure effective business decision making particularly related to the human assets of the business. Conducts Area Employee Relations needs analysis and matches HR solutions to identified gaps. Serves as the area escalation point on employee relations issues of significant complexity.
**ESSENTIAL DUTIES AND RESPONSIBILITIES**
- Drive achievement of key results for the area.
- Collaborate with Business Leaders to influence business strategy based on a deep understanding of the business implications for the area, including employee and labor relations.
- Participate in key meetings with Business Leaders to bring HR expertise to business/operational discussions with linkage to HR strategy and business objectives.
- Collaborate with appropriate HR and other teams to ensure new policies, plans, programs, and processes are effectively communicated and implemented consistently within the area.
- Drive improvement in overall team performance and direct talent planning / management which includes: 1.) supporting employee performance improvement planning-including plan development, counseling, and follow-up and 2.) working with Area Staff to facilitate the completion of all talent routines, such as TAPP and STR.
- Conduct investigations of complex Employee Relations and HR matters.
- Advise Area Leaders in conjunction with Region Leadership and Functional Partners on complex employee relations issues and manage risk effectively. Participate in the termination approval process for the area.
- Support culture change initiatives and establish key change management strategies for business-related events impacting human capital for the area.
- Work with Area Leaders to implement appropriate organizational structures as designed and key capabilities required to achieve business objectives. Complete workforce analysis for any RIF process. Work with region leadership and legal to assess risk.
- Drive effective Employee Relations activities designed to promote a positive work environment and advocate for the associate experience.
- Facilitate and follow up on the development of implementation of action plans designed to address issues surfaced through employee surveys-either locally driven or corporate driven.
- Engage effectively with Functional Partners and HR Centers of Excellence. In a market of this size with implications for Region and Company performance, partnering proactively, providing feedback, and engaging across the HR function is essential to successful execution of initiatives.
- Provide insight into Area specific needs for training to Region Leadership and centralized talent management team.
- Lead the HR team for the area with demonstrated people leader skills including the ability to coach and counsel other people leaders
- Other duties as assigned by manager
- Travel required 10% to domiciles and events.
- Incumbent will office in one of the markets of the area they will support
**SUPERVISION:**
- HR Generalists and HR Coordinators
**RELATIONSHIPS**
- Internal: VP Field HR, Region HR Business Leader, Region President, Area President, Regional Functional leaders, Area HR, HR Functional teams, Legal, Communications, Operations Leadership, Commercial Leadership teams
- External: Government agencies, external legal counsel
**WORK ENVIRONMENT**
- Inside office environment, warehouse environment, domiciles
**MINIMUM QUALIFICATIONS**
- Bachelor's degree, preferably in Human Resources, or equivalent work experience required
- Must possess a minimum of 7 years of Human Resources experience ,with increasing levels of responsibility, including support for senior level business
- Labor Relations experience required
- Demonstrated ability to build relationship s at senior levels as well as deeper into the organization
- Must have direct experience leading HR
- 10% travel required
**Certifications/Training**
- PHR or SPHR certification strongly preferred
**Licenses**
- Valid driver's license required & motor vehicle record must be in good standing.
**Preferred Qualifications**
- Experience in process-based Employee Relations strongly preferred
- Experience in a labor-intensive industry that is highly dependent on employee and team-performance strongly preferred
- Multi-site experience preferred
This role will also receive annual incentive plan bonus.
Compensation depends on relevant experience and/or education, specific skills, function, geographic location, and other factors as applicable by law (for example: state minimum wage thresholds). The expected base rate for this role is between
$95,000 - $55,000
***EOE - Race/Color/Religion/Sex/Sexual Orientation/Gender Identity/National Origin/** **Age/Genetic Information** **/Protected Veteran/Disability Status***
Puede ver este sitio de empleo y aplicación en español utilizando la configuración de su navegador o teléfono móvil. Haga clic a continuación para obtener más información.
Microsoft Edge ( Chrome
Safari
iPhone
Androide ( Foods is one of America's great food companies and a leading foodservice distributor, partnering with approximately 300,000 restaurants and foodservice operators to help their businesses succeed. With 28,000 employees and more than 70 locations, US Foods provides its customers with a broad and innovative food offering and a comprehensive suite of e-commerce, technology and business solutions. US Foods is headquartered in Rosemont, Ill., and generates more than $28 billion n annual revenue. Visit to learn more.
US Foods may collect personal information from you in connection with the application process. US Foods complies with the California Privacy Rights Act of 2020, and its policy may be found **here ( .**
US Foods, Inc. is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other basis prohibited by applicable law.
EEO is the Law poster is available here ( .
EEO is the Law poster supplement is available here ( .
Pay Transparency policy statement is available here ( .
US Foods is committed to working with and providing reasonable accommodation to individuals with disabilities. If reasonable accommodation is needed to participate in the interview process or to perform essential job functions, please contact our US Foods Application Accommodation Line at . You will be prompted to leave a message. Please state the specifics of the assistance needed and your contact information. A member of our HR department will return your call within two business days.

Overview

More Lives, Better Lived® As the largest and leading value-based kidney care company, Somatus is empowering patients across the country living with chronic kidney disease to experience more days out of the hospital and healthier at home.

It takes a village of passionate and tenacious innovators to revolutionize an industry and support individuals living with a chronic disease to fulfill our purpose of creating More Lives, Better Lived. Does this sound like you?

Showing Up Somatus Strong

We foster an inclusive work environment that promotes collaboration and innovation at every level. Our values bring our mission to life and serve as the DNA for every decision we make:

· Authenticity: We believe in real dialogue. In any interaction, with patients, partners, vendors, or our teammates, we are true to who we are, say what we mean, and mean what we say.

· Collaboration: We appreciate what every person at Somatus brings to the table and believe that together we can do and achieve more.

· Empowerment: We make sure every voice gets heard and all ideas are considered, especially when it comes to our patients' lives or our partners' best interests.

· Innovation: We relentlessly look for ways to improve upon the status quo to continuously deliver new solutions.

· Tenacity: We see challenges as opportunities for growth and improvement - especially when new solutions will make a difference for our patients and partners.

Showing Up for You

We offer more than 25 Health, Growth, and Wealth Work Perks to help teammates learn, grow, and be the best version of themselves, including:

· Subsidized, personal healthcare coverage (medical, dental vision)

· Flexible PTO

· Professional Development, CEU, and Tuition Reimbursement

· Curated Wellness Benefits supporting teammates physical and mental well-being

· Community engagement opportunities

· And more!

The HRBP will be responsible for implementing proactive talent strategies that align with organizational objectives and support a workforce composed largely of medical staff, including nurse practitioners, nurses, dietitians, pharmacists, social workers, patient health advocates, and physicians. This role focuses on optimizing workforce outcomes through data-driven decision-making and fostering an environment of accountability, engagement, and measurable success. The HRBP will work closely with the COO and other to drive a high-performance, and continuous development-based culture

This role requires a on site schedule to our office in Mclean VA.

Responsibilities

Strategic Talent Planning:

• Drive the development and execution of a comprehensive talent strategy that aligns with organizational goals.

• Collaborate with leaders to identify and maximize talent opportunities, ensuring a proactive approach to workforce planning, performance management, career development, and succession planning.

• Serve as a strategic advisor to leaders, aligning talent strategies with both immediate and long-term business needs.

Metrics-Driven Insights:

• Deliver comprehensive, data-driven analysis directly to leadership, driving informed decision-making that advances talent strategy and aligns with broader organizational objectives.

• Collaborate with the People Operations team to analyze workforce data, identify trends, assess potential risks, and uncover opportunities for improvement that align with the organization's talent strategy.

• Develop actionable recommendations and insights that optimize People Operations' reporting capabilities, enabling the creation of dashboards that track key performance indicators (KPIs), such as employee engagement, turnover rates, and other metrics vital to business outcomes.

Employee Relations & Compliance:

• Collaborate with Employee Relations to ensure prompt, respectful, and legally compliant resolutions of employee relations matters, maintaining accurate documentation throughout the process.

• Work closely with legal and compliance teams to maintain adherence to federal, state, and local regulations.

Performance Management:

• Guide managers through performance management processes, with a focus on achieving measurable outcomes and facilitating career development.

• Partner with leadership to drive a high-performance culture by emphasizing KPIs and coaching managers on effective feedback delivery and developmental strategies.

Organizational Development:

• Identify and address barriers to team effectiveness, proposing solutions that foster a culture of continuous learning, high performance, collaboration, and accountability.

• Collaborate with leaders to design and implement development programs that enhance professional growth and contribute to improved patient outcomes driven by the healthcare teams.

HR Process Management:

• Serve as a key partner to People Operations, acting as the face of core HR process rollouts, such as performance management, merit planning, compensation and benefits.

• Partner with People Operations to enhance core HR processes through clear metrics and continuous evaluation.

Change Management:

• Guide leaders through change management initiatives, supporting effective communication strategies, employee engagement, and team alignment.

• Ensure change efforts align clearly with strategic goals and contribute to a positive organizational culture.

Collaboration with Talent Acquisition:

• Work closely with Talent Acquisition to ensure that roles needed to achieve strategic goals are clearly defined and aligned with career architecture, business needs, and industry standards.

• Ensure clarity and consistency across teams through well-defined job descriptions.

Qualifications

Required Skills and Experience:

• Bachelor's degree in Human Resources, Business Administration, or related field; HR certification preferred.

• Minimum of 7-10 years of HR experience, with a background in healthcare settings preferred, particularly in supporting clinical teams.

• Demonstrated success in implementing talent strategies that yield measurable results.

• Strong analytical skills, with the ability to translate data into actionable insights.

• In-depth knowledge of employment laws, with expertise in compliance within healthcare environments.

• Exceptional interpersonal, communication, and problem-solving skills, with a commitment to fostering a culture of trust and accountability.

• Ability to work independently as well as collaboratively, with a focus on strategic HR partnerships.

Knowledge, Skills, and Abilities:

• Expertise in implementing proactive talent strategies in healthcare settings, with an emphasis on metrics, compliance, and employee engagement.

• Proven ability to build relationships with leaders, foster a high-performance culture, and drive continuous improvement.

• Strong analytical skills to inform strategic decisions and optimize workforce performance.

Other Duties

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Somatus, Inc. provides equal employment opportunity to all individuals regardless of their race, color, creed, religion, gender, age, sexual orientation, national origin, disability, veteran status, or any other characteristic protected by state, federal, or local law. Further, the company takes affirmative action to ensure that applicants are employed, and employees are treated during employment without regard to any of these characteristics. Discrimination of any type will not be tolerated.

Description
Ardelyx is a publicly traded commercial biopharmaceutical company founded with a mission to discover, develop and commercialize innovative first-in-class medicines that meet significant unmet medical needs. Ardelyx has two commercial products approved in the United States, IBSRELA (tenapanor) and XPHOZAH (tenapanor). Ardelyx has agreements for the development and commercialization of tenapanor outside of the U.S. Kyowa Kirin commercializes PHOZEVEL (tenapanor) for hyperphosphatemia in Japan. A New Drug Application for tenapanor for hyperphosphatemia has been approved in China with Fosun Pharma. Knight Therapeutics commercializes IBSRELA in Canada. Position Summary: Ardelyx is seeking a Director, HR Business Partner (D-HRBP) with prior experience developing, implementing, driving, and supporting HR programs and initiatives for a growing biotech company. The HRBP will report directly to Lead HRBP and will partner with our expanding HR team. Our successful candidate will understand the importance of building relationships, influence-based partnerships, trust building, empathetic professionalism, and solid communication while continuing to strengthen and nurture a strong and cohesive company culture. The ideal candidate will be a strategic and innovative thinker with a strong background in HR and a passion for developing high-quality programs, tools, and resources. At Ardelyx, we focus on providing a strong employee experience, and our HR team is committed to supporting and enhancing the employee journey. Responsibilities:

• Serve as an HRBP expert and resource by providing both strategic and hands-on expertise and practice in multiple areas of human resources during a time of growth and change.
• Guide leadership on all day-to-day aspects of HR toward helping them reach their company goals, and partner with corporate-HR subject matter experts in areas such as organizational design, employee relations, compensation and benefits, talent development, and workforce planning.
• Deeply connect and understand your business groups, build relationships and partner with business leaders. Promote and establish positive employee relationships and a high level of employee morale.
• Act as a mentor, coach, and partner to our leadership team by guiding the team through rapid growth.
• Support employee activities such as, recruitment, talent management, learning and development, performance management, succession planning, retention, and diversity and inclusion.
• Partner with fellow HR team to use internal and external resources to implement programs related to employee engagement, learning, and engagement.
• Collaborate with HR and business leaders by attending business team meetings to support and execute programs that drive leadership development, such as internship programs, leadership training, and professional development workshops.
• Build credibility and trust by providing a solid and visible HR leadership presence with leadership, managers, and employees. Take a hands-on approach to all things HR related initiatives while successfully monitoring the "pulse" of the employees to ensure a high level of employee engagement.
• Act as a cultural ambassador to promote a positive environment that is inclusive, high performing, and creative.

Required Education & Experience:

• Requires a BA/BS degree, preferably with an emphasis in Human Resources or related discipline, and a minimum 10-12 years of relevant, hands-on practice and experience in the HR field.
• Comfortable making high-impact decisions in ambiguous situations, applying sound judgment grounded in data and experience.
• Proven experience leading or significantly contributing to organizational design and workforce planning.
• Demonstrated ability to lead organizational change and influence stakeholders.
• Strong relationship skills. Able to gain a trusted advisor status tro HR team, employees, and leadership.
• Must be able to develop solutions to a wide range of highly complex issues, which require an in- depth degree of ingenuity, independence, and innovation.
• Strong management skills. Able to manage individuals and processes across the organization.
• HRBP experience working with a high-growth team in the life sciences is essential and highly preferred.
• Excellent verbal, written, interpersonal communication skills are required, as well as being an active listener and a team player.

The anticipated annualized base pay range for this full-time position is $194,000-$237,000. Ardelyx utilizes industry data to ensure that our compensation is competitive and aligned with our industry peers. Actual base pay will be determined based on a variety of factors, including years of relevant experience, training, qualifications, and internal equity. The compensation package may also include an annual bonus target and equity awards, subject to eligibility and other requirements. Ardelyx also offers a robust benefits package to employees, including a 401(k) plan with generous employer match, 12 weeks of paid parental leave, up to 12 weeks of living organ and bone marrow leave, equity incentive plans, health plans (medical, prescription drug, dental, and vision), life insurance and disability, flexible time off, annual Winter Holiday shut down, and at least 11 paid holidays. Ardelyx is an equal opportunity employer.

The Team You Will Join

You'll be a key contributor in a high impact, collaborative team of HRBPs and HR experts. We act as strategic advisors and are deeply embedded in the business. Our team is known for moving with speed and discipline, being curious, and enabling the business to deliver strategic priorities.

The Opportunity

This role will serve as a strategic HR partner for leaders in our Global Business Solutions and Data & Analytics organizations. The Director, HRBP will collaborate with senior leaders and CoE peers to shape and execute talent strategies that drive innovation, operational excellence, and high performance.

How You'll Help Us Build a Confident Future (Key Responsibilities)

• Partner with senior leaders and other key stakeholders offering strategic HR guidance and support; helping them scale teams, strengthen culture, and lead through change.

• Drive organizational design and transformation, by supporting change management, workforce planning and team structure evolution.

• Lead talent reviews, succession planning and career development strategies that build pipeline and future-ready leaders.

• Utilize data to identify trends, address issues, and support decision-making.

• Apply business insights and talent expertise to deliver the right solutions for the business.

• Engage in and lead special projects as needed.

What You Need to Succeed (Required Qualifications)

• 10+ years of progressive HR leadership experience, providing strategic consulting and coaching to technology partners.

• Proven ability to influence and coach senior executives in a complex, matrixed environment.

• Strong organizational development experience, with track record of leading through transformation and improving team effectiveness.

• Analytical and impact oriented, with bias for data-driven decision making and experience using people metrics to influence strategy.

• Strong organizational skills, attention to detail, and ability to manage multiple priorities

Equal Employment Opportunity/Disability/Veterans

If you need an accommodation due to a disability, please email us at This information will be held in confidence and used only to determine an appropriate accommodation for the application process.

MetLife maintains a drug-free workplace.

We are looking for your strong partnership with a dynamic business and leadership team on executing strategic Human Resources accountabilities. Looking for your ability to coach, effectively challenge and elevate the individuals you are supporting. We are looking for strong HR acumen and a professional who will bring tact and creativity in supporting a fast paced, ever-changing environment. You will be supporting US Private Wealth who are a leading, full service financial services provider. In this position, you must bring HRBP strength with experience navigating sensitive HR initiative sand manage to resolution. This is a hybrid role, coming the office 3-4 times a week.

The Director & HR Business Partner of US Private Wealth, provides advice and counsel to a designated business/group to execute the HR strategy and business/group strategy. Completes specific operational/strategic work to deliver business results and/or minimize risk.

• Fosters a culture aligned to BMO purpose, values and strategy and role models BMO values and behaviours in all that they do.

• Ensures alignment between values and behaviour that fosters diversity and inclusion.

• Regularly connects work to BMO's purpose, sets inspirational goals, defines clear expected outcomes, and ensures clear accountability for follow through.

• Builds interdependent teams that collaborate across functional and operating groups to create the highest value for all stakeholders.

• Attracts, retains, and enables the career development of top talent.

• Improves team performance, recognizes and rewards performance, coaches employees, supports their development, and manages poor performance.

• Acts as a trusted advisor to senior leaders for business decisions and implementation of strategic initiatives.

• Develops an expert understanding of business/group challenges.

• Networks with industry contacts to gather competitive insights and best practices.

• May consult to or serve on various committees and task forces.

• Provides strategic input into business decisions as a trusted advisor.

• Makes recommendations to senior leaders on strategy and new initiatives, based on an in-depth understanding of the business/group.

• Acts as a subject matter expert on relevant regulations and policies.

• Monitors and tracks performance on applicable indicators, and addresses any issues.

• Develops the business case by identifying needs, analysing potential options and assessing expected return on investment.

• Recommends business priorities, advises on resource requirements and develops roadmap for strategic execution.

• Manages resources and leads the execution of strategic initiatives to deliver on business and financial goals.

• Assists in the development of strategic plans.

• Helps determine business priorities and best sequence for execution of business/group strategy.

• Acts as the prime contact for internal/external stakeholder relationships, which may include regulators.

• Defines business requirements for analytics & reporting to ensure data insights inform business decision making.

• Designs and produces regular and ad-hoc reports, and dashboards.

• Breaks down strategic problems, and analyses data and information to provide insights and recommendations.

• Conducts independent analysis to resolve strategic issues.

• Leads the development of the communication strategy focusing on positively influencing or changing behaviour.

• Collaborates across BMO to develop consistent communications strategies.

• Leads change management programs of varying scope and type, including readiness assessments, planning, execution, evaluation and sustainment of initiatives.

• Builds change management plans of varying scope and type; leads or participates in a variety of change management activities including readiness assessments, planning, stakeholder management, execution, evaluation and sustainment of initiatives.

• Assesses and adapts existing operational programs; develops new capabilities to ensure ongoing success.

• Plans and controls unit operating expenses in accordance with forecasts.

• Makes recommendations to leaders on financial management processes based on changing requirements.

• Directs the planning & implementation of programs & solutions and executes within required service level agreements and standards.

• Leads the execution of programs; assesses and adapts as needed to ensure quality of execution.

• Provides thought leadership, coaching on conflicting, complex, sensitive or escalated people, strategy & business related issues and facilitates processes to reach effective resolution.

• Completes all designated US governance requirements as identified on the decision rights matrix (if applicable) and follows dual reporting principles.

• Provides thoughtful and effective coaching to senior leaders to maximize skills/capabilities of the group and creates an environment of high performance and openness.

• Develops solutions and makes recommendations based on an understanding of the business strategy and stakeholder needs.

• Provides advice and guidance to assigned business/group on implementation of wide range of HR topics & solutions.

• Analyzes data and information to provide insights and recommendations. Gathers and formats data into regular and ad-hoc reports, and dashboards.

• Builds effective relationships with internal/external stakeholders.

• May network with industry contacts to gather and identify competitive insights and best practices.

• Provides input into the planning & implementation of programs & solutions and executes within required service level agreements and standards.

• Supports the execution of strategic initiatives in collaboration with internal and external stakeholders.

• Operates at a group/enterprise-wide level and serves as a senior specialist resource across BMO.

• Influences how teams/groups work together.

• Applies expertise and thinks creatively to address unique or ambiguous situations and to find solutions to multiple, interdependent, complex problems.

• Communicates abstract concepts in simple terms.

• Fosters strong internal and external networks and works with and across multiple teams to achieve business objectives.

• Anticipates trends and responds by implementing appropriate changes.

• Broader work or accountabilities may be assigned as needed. Qualifications:

• Typically 9+ years of relevant experience and post-secondary degree in related field of study or an equivalent combination of education and experience.

• Appropriate HR designation (i.e. CHRP, ADR) preferred.

• Knowledge in HR disciplines - Expert.

• Risk mindset - Expert.

• Systems thinking & agility - Expert.

• Seasoned expert with extensive industry knowledge.

• Technical leader viewed as a thought leader for innovation.

• Verbal & written communication skills - Expert.

• Analytical and problem solving skills - Expert.

• Influence skills - Expert.

• Collaboration & team skills; with a focus on cross-group collaboration - Expert.

• Able to manage ambiguity.

• Data driven decision making - Expert.

Salary:

$137,000.00 - $238,000.00

Pay Type:

Salaried

The above represents BMO Financial Group's pay range and type.

Salaries will vary based on factors such as location, skills, experience, education, and qualifications for the role, and may include a commission structure. Salaries for part-time roles will be pro-rated based on number of hours regularly worked. For commission roles, the salary listed above represents BMO Financial Group's expected target for the first year in this position.

BMO Financial Group's total compensation package will vary based on the pay type of the position and may include performance-based incentives, discretionary bonuses, as well as other perks and rewards. BMO also offers health insurance, tuition reimbursement, accident and life insurance, and retirement savings plans. To view more details of our benefits, please visit:

About Us

At BMO we are driven by a shared Purpose: Boldly Grow the Good in business and life. It calls on us to create lasting, positive change for our customers, our communities and our people. By working together, innovating and pushing boundaries, we transform lives and businesses, and power economic growth around the world.

As a member of the BMO team you are valued, respected and heard, and you have more ways to grow and make an impact. We strive to help you make an impact from day one - for yourself and our customers. We'll support you with the tools and resources you need to reach new milestones, as you help our customers reach theirs. From in-depth training and coaching, to manager support and network-building opportunities, we'll help you gain valuable experience, and broaden your skillset.

To find out more visit us at

BMO is proud to be an equal employment opportunity employer. We evaluate applicants without regard to race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or any other legally protected characteristics. We also consider applicants with criminal histories, consistent with applicable federal, state and local law.

BMO is committed to working with and providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process, please send an e-mail to and let us know the nature of your request and your contact information.

Note to Recruiters: BMO does not accept unsolicited resumes from any source other than directly from a candidate. Any unsolicited resumes sent to BMO, directly or indirectly, will be considered BMO property. BMO will not pay a fee for any placement resulting from the receipt of an unsolicited resume. A recruiting agency must first have a valid, written and fully executed agency agreement contract for service to submit resumes.

Our Mission

Healthcare should work for patients, but it doesnt. In their time of need, they call down outdated insurance directories. Then wait on hold. Then wait weeks for the privilege of a visit. Then wait in a room solely designed for waiting. Then wait for a surprise bill. In any other consumer industry, the companies delivering such a poor customer experience would not survive. But in healthcare, patients lack market power. Which means they are expected to accept the unacceptable.

Zocdocs mission is to give power to the patient. To do that, weve built the leading healthcare marketplace that makes it easy to find and book in-person or virtual care in all 50 states, across +200 specialties and +12k insurance plans. By giving patients the ability to see and choose, we give them power. In doing so, we can make healthcare work like every other consumer sector, where businesses compete for customers, not the other way around. In time, this will drive quality up and prices down.

Were 17 years old and the leader in our space, but we are still just getting started. If you like solving important, complex problems alongside deeply thoughtful, driven, and collaborative teammates, read on.

Your Impact on Our Mission

Zocdocs most important asset is our people. As Senior Manager, HR Business Partner (HRBP), you will lead our team of HR Business Partners and serve as a strategic advisor to managers and senior leaders across the company. This is a high-impact role at the heart of an evolving People team, where you'll drive talent strategies that shape our culture, support our growth, and enhance employee experience.

Youll be a key connector between business priorities and people strategieschampioning organizational design, site strategy, change management, and innovative talent programs. Your deep understanding of leadership development, employee engagement, and operational excellence will help Zocdoc attract, develop, and retain exceptional talent.

This role offers the opportunity to shape the future of Zocdocs people strategy, working closely with top leaders to create an exceptional employee experience and drive business success. If you are a strategic thinker with a passion for innovation and a drive to excel in a dynamic environment, we want to hear from you.

Youll enjoy this role if you are

• Adaptable and flexible to evolving priorities and changing situations
• An inclusive leader that contributes to creating a sense of belonging and accountability
• An effective communicator with ability to collaborate and influence at all levels in the organization
• Comfortable with making trend-based decisions on a case-by-case basis at times

Your day to day is

• Proactively supporting managers and employees to make people-centric decisions while maintaining consistency across the organization
• Leading a team of Sr. HR Business Partners and working side-by-side with the broader People team to deliver excellence in People programs, including performance management, talent development, compensation, and employee engagement
• Serving as a key strategic partner and advisor to senior executives, influencing and guiding strategic decisions related to talent, organizational design, workforce planning, and culture
• Providing advanced executive coaching and counsel to leaders, helping them develop high-performing teams, enhance leadership capabilities, and foster an inclusive, high-trust work environment
• Interpreting business objectives and translate them into a forward-thinking People strategy roadmap, developing programs and initiatives that enhance organizational effectiveness and employee engagement
• Building, identifying and leveraging HR analytics and workforce trends to provide leaders with insights that inform talent strategies, workforce planning, and proactive problem-solving
• Leading efforts in organizational design, change management, and workforce transformation to ensure the business is structured for scalability and efficiency
• Acting as an escalation point for the most challenging and complex employee relations matters, providing expert guidance to resolve conflicts while mitigating risk and ensuring compliance
• Driving engagement strategies, fostering diversity, equity, and inclusion (DEI), and building programs that enhance employee satisfaction and retention
• Partnering cross-functionally with Talent Acquisition, Total Rewards, Learning & Development, and People Operations to drive innovation and continuous improvement in HR programs and policies
• Ensuring operational efficiency and effectiveness in HR operations, balancing long-term strategic planning with immediate tactical needs

Youll be successful in this role if you have

• 12+ years of progressive HR experience, with at least 7+ years as a strategic HR Business Partner, preferably in a high-growth, technology-driven organization
• 4+ years in a people management role
• A proven leader with experience managing senior HRBPs
• Proven ability to partner with business leaders to drive strategic initiatives and lead large-scale organizational transformations
• Deep expertise in HR strategy, organizational development, leadership coaching, talent management, and workforce planning
• Strong business acumen with the ability to translate business needs into impactful HR solutions
• Exceptional stakeholder management skills, with experience advising and influencing senior executives
• Expertise in leveraging HR metrics and analytics to inform decisions and measure effectiveness
• Ability to operate with autonomy, discretion, and a hands-on approach, balancing strategy with execution
• Demonstrated experience in designing and executing innovative HR solutions to complex talent challenges
• A deep understanding of employment laws, risk mitigation, and compliance best practices
• Strong analytical skills, including the understanding of metrics to support plans and monitor performance
• Experience working in a matrixed environment, influencing across multiple functions and geographies
• Excellent written and verbal communication, including document preparation, data visualization, and facilitation skills

Benefits:

• Flexible, hybrid work environment at our convenient Soho location
• Unlimited Vacation
• 100% paid employee health benefit options (including medical, dental, and vision)
• Commuter Benefits
• 401(k) with employer funded match
• Corporate wellness programs with Headspace and Peloton
• Sabbatical leave (for employees with 5+ years of service)
• Competitive paid parental leave and fertility/family planning reimbursement
• Cell phone reimbursement
• Catered lunch everyday along with beverages and snacks
• Employee Resource Groups and ZocClubs to promote shared community and belonging
• Great Place to Work Certified

Zocdoc is committed to fair and equitable compensation practices. Salary ranges are determined through alignment with market data. Base salary offered is determined by a number of factors including the candidates experience, qualifications, and skills. Certain positions are also eligible for variable pay and/or equity; your recruiter will discuss the full compensation package details. NYC Base Salary Range $145,000 $200,000 USD

About us
Zocdoc is the countrys leading digital health marketplace that helps patients easily find and book the care they need. Each month, millions of patients use our free service to find nearby, in-network providers, compare choices based on verified patient reviews, and instantly book in-person or video visits online. Providers participate in Zocdocs Marketplace to reach new patients to grow their practice, fill their last-minute openings, and deliver a better healthcare experience. Founded in 2007 with a mission to give power to the patient, our work each day in pursuit of that mission is guided by our six core values . Zocdoc is a private company backed by some of the worlds leading investors, and we believe were still only scratching the surface of what we plan to accomplish.

Zocdoc is a mission-driven organization dedicated to building teams as diverse as the patients and providers we aim to serve. In the spirit of one of our core values - Together, Not Alone , we are a company that prides itself on being highly collaborative, and we believe that diverse perspectives, experiences and contributors make our community and our platform better. Were an equal opportunity employer committed to providing employees with a work environment free of discrimination and harassment. Applicants are considered for employment regardless of race, color, ethnicity, ancestry, religion, national origin, gender, sex, gender identity, gender expression, sexual orientation, age, citizenship, marital or parental status, disability, veteran status, or any other class protected by applicable laws.

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