Director, Human Resources Business Partner

Director, Human Resources Business Partner

The Mellon Foundation ("Foundation") is a not-for-profit, grant making organization that believes that the arts and humanities are where we express our complex humanity, and we believe that everyone deserves the beauty, transcendence, and freedom to be found there. Through our grants, we seek to build just communities enriched by meaning and empowered by critical thinking, where ideas and imagination can thrive. The Foundation makes grants in four core program areas - Higher Learning, Arts and Culture, Public Knowledge, and Humanities in Place - and through its signature Presidential Initiatives. The Foundation seeks a Director, Human Resources Business Partner, for our Human Resources team.

Position Summary

The Mellon Foundation has experienced significant growth in recent years, creating an opportunity to strengthen and modernize its people practices, organizational structure, HR systems, and employee experience. As part of the continued evolution, the Foundation is establishing a more strategic HR Business Partner model to help leaders align talent strategies with business priorities, build organizational capacity, and navigate change. Reporting to the Chief Human Resources Officer, the Director, HR Business Partner will serve as a strategic advisor and trusted consultant to senior leaders

across the Foundation. This role operates at the intersection of business strategy, organizational effectiveness, talent management, workforce planning, and employee experience, helping leaders proactively manage their organizations with the same rigor applied to budgets, programs, and

operational priorities. The Director, HR Business Partner will partner closely with leaders to strengthen organizational effectiveness, support the successful integration of new structures, roles, and

ways of working and ensuring HR programs and practices are translated into meaningful day-to-day experiences for employees. Through data-driven insights, thoughtful consultation, and change leadership, this individual will help advance a high-performing, inclusive, and mission-driven organization.

Position Description

Responsibilities may include, but will not be limited to, the following:

Strategic Partnership & Organizational Effectiveness

• Serve as a trusted advisor to senior leaders on workforce, talent, organizational, and leadership matters.
• Aligns people strategies with Foundation priorities and departmental objectives.
• Guide leaders through organizational design, team effectiveness, workforce planning, and change initiatives.
• Facilitate regular workforce planning and organizational reviews to strengthen organizational capacity and support business objectives.
• Use workforce data and insights to identify opportunities, mitigate risks, and inform decision-making.

Leadership Consulting & Organizational Performance

• Coach and advise leaders on leadership effectiveness, teamperformance, employee engagement, and organizational health.
• Support leaders in building high-performing, inclusive teams and strengthening leadership effectiveness.
• Partner with the Director, Talent & Culture to advance talent reviews, succession planning, leadership development, and performance management practices.
• Foster leader accountability for employee engagement, development, performance, and retention outcomes.

HR Strategy Execution & Employee Experience

• Translate HR strategies, programs, policies, and practices into effective day-to-day implementation.
• Partner with HR colleagues to deliver coordinated, consistent, and high-quality people solutions.
• Provide feedback and insights to inform the development and continuous improvement of HR programs and services.
• Champion initiatives that enhance employee experience and reinforce the Foundation's culture and values.
• Assess employee feedback and engagement trends to identify opportunities to strengthen organizational culture and effectiveness.

Change Leadership

• Lead and support organizational transformation efforts, including introduction of new structures, systems, and ways of working.
• Help leaders assess organizational readiness, drive change adoption, and sustain employee engagement through periods of transition.
• Promote a culture of accountability, collaboration, continuous improvement, and adaptability.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required; advanced degree preferred.
• 10+ years of progressive HR leadership experience, including significant experience partnering with senior leaders in complex, evolving organizations.
• Demonstrated success serving as a strategic advisor and influencing organizational and talent-related decisions.
• Deep expertise in organizational effectiveness, workforce planning, organizational design, talent management, and change leadership.
• Strong business acumen with the ability to connect people strategies to organizational priorities and outcomes.
• Proven ability to lead through growth, transformation, and organizational change, including the implementation of new structures, processes, systems, and ways of working.
• Experience leveraging workforce analytics and data-driven insights to inform decisions and influence leaders.
• Executive presence with exceptional consulting, relationship-building, and influencing skills.
• Strong communication, facilitation, and coaching capabilities, with the ability to challenge and support leaders effectively.
• Demonstrated ability to navigate ambiguity, exercise sound judgment, maintain confidentiality, and drive results in dynamic environments.

Mellon offers a generous total reward package that includes base salary and a comprehensive benefits program, as well as an excellent working environment. Mellon is committed to providing compensation that is competitive and equitable within the philanthropic sector. The estimated annual salary range for this role is $220,000 - $240,000 usd. The amount of pay offered will be determined by several factors, including but not limited to qualifications, unique skills, credentials, or experience that is expected to impact the candidate's contribution to the role. We will also consider market data as well as the Foundation's internal pay equity framework.

Please note that Mellon maintains a hybrid work schedule, with three days per week in person at the Foundation's Manhattan offices.

Candidates should apply by submitting a cover letter describing fit for the position and a resume by 10/15/2026. While we anticipate accepting applications through this date, the posting may close earlier based on application volume and business needs. We encourage interested candidates to apply as soon as possible for full consideration.

The Foundation will consider each complete application carefully but only contact those individuals it believes are most qualified for the position.