The Director, HR Business Partner is a senior HR leader accountable for translating the business vision (safety, financial performance, guest experience, labor and cost productivity, and more) into a clear people strategy and executable roadmap. This role owns the talent agenda, culture enablement, and change leadership for the region(s). This leader leverages data to diagnose performance, orchestrating cross-HR COE and FSC department solutions, and coaches our leaders to build high-performing, future-ready teams. This role focuses on proactive, strategic partnership, and enterprise outcomes while ensuring routine and transaction HR request are routed elsewhere within HR.

• Leads a team of HR Business Partners to ensure HR strategies are consistently implemented across the network.
• Own the People Team relationship with our operations leaders (RVP, AD, GM); articulating HR’s value through measurable business outcomes (e.g., retention, internal fill rate, time-to-fill, succession plan readiness, talent and performance, etc.).
• Convert company and regional business priorities into a 12–24 month people plan with clear KPIs, milestones, and ROI.
• Coach senior leaders to elevate enterprise leadership behaviors; build managers’ capability to lead change, give/receive feedback, and manage performance.
• Establishes direction and priorities for the regional HR team and direct reports, while identifying capabilities and competencies to develop top HR talent in their region.
• Partners with other HRBP leaders (e.g., EMEA, LACAR, FSC) to ensure an enterprise mindset as we support the company’s global people strategy.
• Leverage cross-COE solutions (Comp/Benefits, TA, Talent Management, Learning, Leadership Development, Communications) to solve complex challenges, and proactively engage with COEs when process or work product refinement is needed.
• Champion and take accountability for the full talent lifecycle, from talent attraction, selection, onboarding, performance enablement, development, movement.
• Drive rigorous talent reviews and succession planning; increase bench strength in ‘ready-enough’ and ‘ready in 12 months’.
• Partner with workforce optimizations (WFO) to help model scenarios (cost vs efficiency trade-offs) while keeping safety and guest experience at the forefront.
• Diagnose org effectiveness (spans/layers, role clarity, decision rights, skills) and lead redesigns that improve speed, quality, and accountability.
• Plan and lead regional components of transformations (e.g., systems, operating model, M&A integration); define impacts, readiness, and adoption metrics.
• Use data to proactively spot risks/opportunities (attrition, vacancy rate, safety, employee relations).
• Meet and exceed new HRBP KPIs and review monthly with operations leaders, adjusting actions to increase performance.
• Partner with TA to forecast needs and accelerate time-to-fill for critical roles.
• Serve as escalation point for complex union and/or employee relations matters to the Director, Labor and Employee relations.
• Manage an HR budget in accordance with company spend/savings objectives and ensure fiscal responsibility within their team

Minimum Education and/or Experience:
• 10+ years progressive HR experience with substantial time in a business-facing role; 5+ years leading HRBPs/Generalists in multi-site operations.
• Bachelor’s degree required.
• Advanced knowledge of federal/state employment law; strong business and financial acumen.
• Experience in organization design, talent management, change management, and labor relations.
• Excellent communication, consulting, and client management skills.
• Ability to travel frequently within the region; overnight stays as needed.

Additional knowledge and skills:
• Master’s or SPHR/SHRM-SCP preferred
• Service-intensive industries (hospitality, aviation, luxury services) strongly preferred.