Position: GVP, HR Business Partners
Position Overview
Mediacom is establishing the Group Vice President, HR Business Partners role as a cornerstone of its broader Human Resources transformation. Reporting directly to the EVP, Human Resources, and serving as a key member of the HR Leadership Team, the GVP will redefine how HR partners with the business and elevate the HRBP function from a traditional support model to a strategic capability that directly drives organizational performance, leadership effectiveness, workforce productivity, and business results.
This is a unique opportunity to build and shape an enterprise function at scale. Supporting approximately 3,000 employees across 22 states, the GVP will establish the vision, operating model, talent strategy, and performance standards for HR Business Partners across both corporate and field operations. The successful candidate will have significant influence in modernizing how leaders experience HR, creating a more proactive, consultative, and outcome-oriented partnership model.
Serving as a trusted advisor to executive leadership, this individual will partner closely with business leaders to solve complex organizational challenges through workforce planning, organization design, succession planning, leadership development, change management, and talent strategy. The role requires a leader who can balance strategic thinking with operational execution, helping the organization build the capabilities required to support future growth and business transformation.
The ideal candidate will be a builder, change agent, and enterprise leader who is energized by creating new capabilities, establishing clear standards and accountability, developing high-performing teams, and positioning HR as a true driver of business performance. Success will be measured not only by the effectiveness of the HRBP function, but by the impact it has on organizational health, leadership capability, employee experience, and business outcomes.
As the connective tissue between the business and the HR centers of excellence (Talent Acquisition, Total Rewards, Learning & Development, and Employee & Labor Relations), the GVP translates business strategy into workforce plans and leads organization design, change, and workforce planning that make the business more effective. Accountable for the strategy, design, and measurable results of the function, this leader establishes baselines, sets targets, and manages against a clear set of people metrics, ensuring organizations are well designed, change is well led, and talent becomes a durable source of competitive advantage.
Position Responsibilities:
Strategic Business Partnership
• Provide strategic HR support and guidance to senior leadership and employees, supporting Mediacom's overall goals and big-picture planning with sophisticated organizational thought leadership; advise leaders on both strategic and tactical plans to support their business goals.
• Build authentic, trusted-advisor relationships with senior leaders and client groups, and consistently collaborate with key HR partners and business leaders to fully understand their objectives.
• Act as the connective tissue between the business and the HR centers of excellence (Talent Acquisition, Total Rewards, Learning & Development, and Employee & Labor Relations) to develop and execute people strategies that align with the business and deliver white-glove service to internal clients.
• Provide consultative support with timely follow-up and follow-through for the business and key partners.
• Continue to transform how Mediacom approaches the HRBP function, leading a team that serves as a beacon of the company's values and a respected source of support for the entire organization.
• Establish and maintain one common HRBP operating standard across corporate and field, ensuring consistent practices, service levels, and decision rights while respecting local market and functional needs.
• Lead and develop a strong, high-performing HRBP team - corporate and field business partners and the field HR managers aligned to Mediacom's operating functions (sales and marketing, technical operations, and customer care) - with deep connections to the business that create tangible business value.
• Audit current HRBP and business processes to identify and close gaps and implement process improvement; develop standard written operating procedures to drive consistency and continuity across markets and functions.
• Build credibility and influence through strong business acumen, executive presence, and the ability to challenge thinking, navigate complexity, and drive meaningful organizational change.
• Foster a solutions-oriented HR culture that balances risk management with business enablement, helping leaders navigate challenges while accelerating business outcomes through practical, innovative, and scalable people solutions.
Organizational Effectiveness & Change
• Partner with senior leaders on organization design, job design, and workforce forecasting, and lead the local execution of enterprise talent, succession, and performance processes within client groups, surfacing development needs and talent risks to the Talent + Learning function.
• Partner with Total Rewards on the application of compensation, pay, and job-architecture decisions within client groups including the annual merit, performance, and compensation planning cycles - applying enterprise guidelines and market frameworks consistently.
• Lead change management for enterprise and business-unit initiatives, including transformation, restructuring, and integration; anticipate market changes that would require realignment of programs, skills, and resources.
• Plan and execute workforce transitions, including reorganizations and reductions in force within client groups, partnering with Employee & Labor Relations, Total Rewards, Legal, and Finance to manage them fairly, compliantly, and with minimal disruption.
• Embrace and instill a culture of continual evolution and evaluation, regularly reassessing HR strategies and best practices and identifying new, smart people and organization strategies to build high-functioning business units.
• Coach senior leaders and managers on leadership, team effectiveness, and people-leadership capability.
• Assess the current HRBP organization, capabilities, deployment model, and talent to determine whether the function is positioned to support Mediacom's future business objectives and evolving workforce needs.
• Establish a clear definition of HRBP excellence, including operating standards, role expectations, capabilities, accountabilities, and measurable business outcomes.
• Lead the continued evolution of the HRBP function, ensuring the team possesses the skills, mindset, business acumen, and change leadership capabilities required to create enterprise value and drive measurable organizational impact.
Culture, Engagement & Employee Relations Coordination
• Champion and steward Mediacom's culture and values within client groups, advancing an inclusive, high-performance, employee-focused environment that strengthens engagement and retention.
• Facilitate employee engagement and Voice-of-the-Employee surveys within client groups and drive manager-led action planning that measurably improves engagement, retention, and manager effectiveness.
• Coordinate with the Employee & Labor Relations function on employee relations matters within client groups, including conflict resolution, investigations, and disciplinary actions - ensuring cases are routed to ER, applying ER guidance consistently to mitigate legal and compliance risk, and helping leaders maintain a positive employer-employee relationship.
• Help ensure compliance with federal, state, and local employment laws and regulations within client groups, and guide leaders on the consistent application of company policy and practice.
Data, Insights & Operations
• Utilize a data-centric strategy for the HRBP function: define team goals, KPIs, and metrics: engagement, retention, internal mobility, organizational health (span and layers), and workforce-plan attainment. Manage against all baselines and targets.
• Draw on enterprise people analytics and the HR scorecard to analyze engagement, retention, performance, and workforce productivity within client groups - identifying root causes, recommending improvements with a compelling, data-based narrative, and translating insight into action on a regular cadence.
• Own the budget, operating discipline, and team development for the HRBP function; build, lead, and develop a high-performing, geographically distributed team.
• Manage projects and initiatives within the HRBP function and client groups, ensuring timely and successful completion, and contribute to enterprise people strategy and governance as a member of the HR Leadership Team.
FIRST-YEAR OUTCOMES
• A clear corporate vs. field HRBP coverage model is defined and in place.
• Consistent HRBP decision rights and escalation paths are established and adopted across markets and functions.
• A sharper, data-informed workforce-planning rhythm is operating with the business and Finance.
• Field HR is aligned to functional operating needs and to one common HRBP standard.
• Business leaders experience HR as practical and performance-oriented, evidenced by improving engagement, retention, and manager-effectiveness measures.
• A clearly defined HRBP operating model, capability framework, service standards, and decision rights are established and consistently deployed across corporate and field operations.
• HR Business Partners are viewed by leaders as trusted business advisors who proactively contribute to organizational effectiveness, workforce strategy, leadership capability, and business performance.
• Workforce planning, organization effectiveness, and talent planning processes are embedded within annual business planning and decision-making routines.
• The HRBP function operates against defined KPIs and demonstrates measurable improvement in organizational effectiveness, talent outcomes, workforce productivity, leader satisfaction, and the overall employee experience.
Qualifications
• Strategic HRBP leader with 15+ years of professional HR experience and a track record acting as a trusted advisor to key executives and senior leadership on critical business objectives, developing HR strategies that support broader company goals.
• Strong leadership and departmental management skills; proven ability to build and oversee a high-performing team of strategic, effective HR professionals - ideally across both corporate and field / frontline populations (cable/telecom, retail, logistics, hospitality, field services, or similar high-volume, multi-site environments strongly preferred).
• Demonstrated strength in organization design, change management, workforce planning, talent, and succession, with a proven ability to develop and implement HR strategies that drive organizational success and execute effective change management.
• Deep understanding of HR best practices and of federal, state, and local employment laws.
• Exceptional partner to other areas of Human Resources, including Talent Acquisition, Total Rewards, Learning & Development, and Employee & Labor Relations.
• Analytical mindset with the ability to use data to shape decisions and narratives; fluent in workforce metrics and comfortable managing a function against KPIs, baselines, and targets.
• Strong problem-solving and decision-making skills; comfortable operating both strategically and tactically in a fast-paced, cost-disciplined, privately held environment, with willingness to travel to field markets.
• Excellent judgment, written and verbal communication, and organizational and project-management abilities; high level of integrity and confidentiality.
• Bachelor's degree in Human Resources, Business Administration, or a related field required; advanced degree and/or relevant certifications preferred.
SKILLS & TRAITS
• Change Agent: A high-energy, strategic leader who knows what a great HR team looks and feels like and has the confidence to introduce new, creative practices that drive operating excellence; focuses the organization on planning for tomorrow, not only executing today.
• Strategic Advisor: Sees the big picture and applies strong business acumen to Mediacom's industry; partners with senior leadership to guide critical initiatives and position the organization to succeed now and into the future.
• Enterprise Consistency: Sets and holds one common HRBP standard across corporate and field while flexing to local market and functional realities.
• Expert Communicator & Listener: High executive presence; influences by clearly framing goals and trade-offs; connects one-on-one and commands the room in large forums.
• Relationship Builder: A trustworthy leader who builds strong cross-functional relationships and handles conflict and difficult situations with poise, integrity, and compassion.
• Analytical Rigor: Uses workforce data to diagnose issues, quantify trade
