Work Location : US - Atlanta, GAType of Post : Not ApplicableOther Possible Location : Funding : APPROVEDExpected Travel : Not ApplicableType of Contract : Language Requirement : EnglishApplication Deadline : Employee Duration : Full-Time

Pay Range Details

$127,462.74 - $177,810.53 Annually
USA Grade C

* Starting salaries are based on various factors, including candidate experience, education, knowledge, skills, and the cost of labor where the job is based. Salaries listed only apply to jobs based in the US.

Job Title:SR. DIRECTOR, HRBP

Job Location(s):US - Atlanta, GA

JOB SUMMARY:

The Senior Director of People and Culture Human Resources Business Partnerships provides strategic and operational leadership for CARE USA's People and Culture Business Partnership function, ensuring that people strategies, organizational structures, and HR services enable CARE to achieve its global mission and strategic priorities. Leading and developing a high-performing team of People and Culture Business Partners, the Senior Director establishes the direction, standards, and service-delivery model for the function while building leadership capability and a strong succession pipeline.

Serving as a trusted advisor to senior executives and organizational leaders, the Senior Director translates business and organizational priorities into integrated workforce, talent, culture, and organizational effectiveness strategies. The role leads the People and Culture response to complex organizational challenges, including workforce planning, organizational design, leadership transitions, employee relations, operating-model changes, and evolving regional and country-office decision-making structures.

The Senior Director plays a critical role in advancing CARE's transformation and Functional Excellence agenda by strengthening organizational agility, accountability, collaboration, and a consistent employee experience across headquarters, regional, and country-office teams. In close partnership with the HR Transformation function and other People and Culture leaders, the role champions the adoption of modernized HR processes, digital-first practices, global HR systems, and AI-enabled tools while ensuring that transformation initiatives are effectively understood, implemented, and sustained within the business-partnering function.

Through strategic leadership, strong business insight, and enterprise-wide influence, the Senior Director ensures that CARE's People and Culture Business Partnership function is positioned to anticipate organizational needs, manage risk, develop talent, and deliver responsive, equitable, and mission-aligned people solutions across a complex and globally distributed organization.

RESPONSIBILITIES:

Strategic People and Culture Business Partnership Leadership

• Establish and execute the enterprise strategy, operating model, service standards, and annual priorities for CARE USA's People and Culture Business Partnership function, ensuring the model remains responsive, scalable, and aligned with organizational strategy.
• Serve as the principal People and Culture advisor to senior executives and organizational leaders, providing authoritative counsel on organizational design, workforce planning, talent strategy, leadership effectiveness, culture, and complex people matters.
• Translate CARE's strategic and operational priorities into integrated workforce and people plans that strengthen organizational capability, improve performance, and position the organization to meet current and future talent requirements.
• Lead organizational design and workforce-planning initiatives across functions, regions, and country offices, ensuring structures, roles, spans of control, capabilities, and resource allocation support strategic objectives.
• Anticipate workforce trends, organizational risks, and emerging capability gaps, and recommend enterprise-level interventions to strengthen organizational resilience, agility, and continuity.
• Define performance measures and use workforce data, employee insights, and business indicators to evaluate the effectiveness of the business-partnering model and drive continuous improvement.
• Represent the People and Culture Business Partnership function in executive and cross-functional forums, influencing decisions related to culture, accountability, organizational effectiveness, and operating-model evolution.
• Advance CARE's digital-first strategy by embedding agile, data-informed, and technology-enabled practices throughout the business-partnering function and strengthening collaboration across headquarters, regional, and country-office teams.

People Leadership, Capability Building and Succession

• Lead, inspire, and hold accountable a high-performing team of People and Culture Business Partners responsible for delivering consistent, strategic, and client-centered support across CARE USA.
• Establish clear team objectives, decision rights, service expectations, performance measures, and accountability mechanisms aligned with organizational priorities and stakeholder needs.
• Build the strategic, consultative, analytical, and change-leadership capabilities of the team, enabling Business Partners to operate as credible advisors to senior leaders rather than primarily transactional HR resources.
• Coach team members through complex organizational, leadership, employee-relations, and workforce challenges, ensuring sound judgment, consistency, and appropriate risk management.
• Build and maintain a succession-ready leadership pipeline for the People and Culture Business Partnership function through talent reviews, development planning, stretch assignments, and targeted capability-building.
• Foster an inclusive, collaborative, and results-oriented team culture characterized by accountability, continuous learning, innovation, high-quality service, and shared ownership of organizational outcomes.
• Assess team capacity and deploy resources across functions and business units according to organizational priorities, workforce risks, and changing operational needs.
• Evaluate the effectiveness and impact of the Business Partner team and take decisive action to address performance, capability, capacity, and service-delivery gaps.

HR Transformation, Technology and Change Leadership

• Provide senior functional leadership for the design, implementation, and sustained adoption of HR transformation initiatives affecting the People and Culture Business Partnership function.
• Partner with the Director, HR Transformation to define business requirements, operating impacts, governance expectations, and adoption priorities for Oracle Core HR and other enterprise HR platforms.
• Serve as the senior People and Culture Business Partnership voice in the design and optimization of global HR systems, processes, workflows, reporting, and service-delivery models.
• Lead the business-partnering function through technology and process changes by establishing change strategies, stakeholder-engagement plans, readiness assessments, training priorities, and adoption measures.
• Champion the responsible use of AI-enabled HR tools, automation, workforce analytics, and digital solutions to improve decision-making, service quality, efficiency, and the employee and manager experience.
• Ensure technology-enabled HR practices are integrated into Business Partner workflows and that team members have the skills, guidance, and accountability required to use new tools effectively.
• Identify barriers to transformation, resolve competing stakeholder requirements, and escalate enterprise risks and decisions requiring executive intervention.
• Track implementation progress, user adoption, service improvements, and business outcomes to ensure transformation investments deliver sustainable organizational value.

People Governance, Employee Relations and Organizational Risk

• Establish and oversee consistent governance, standards, and controls for People and Culture Business Partnership practices, ensuring alignment with applicable federal and state employment requirements and CARE's global policy framework.
• Provide executive-level direction on complex, sensitive, and high-risk employee-relations matters, including organizational restructures, leadership transitions, performance concerns, workplace investigations, and potential legal or reputational exposure.
• Exercise independent judgment in assessing people-related risk and determine appropriate interventions, escalation pathways, stakeholder involvement, and resolution strategies.
• Partner with Legal, Ethics, Safeguarding, Employee Relations, and senior People and Culture leaders to ensure complex matters are addressed fairly, consistently, promptly, and in accordance with organizational values.
• Lead the implementation and operational adoption of new and modernized people policies, translating policy requirements into clear guidance, management practices, communications, and accountability mechanisms.
• Monitor patterns in employee relations, policy application, workforce data, and organizational climate to identify systemic risks and recommend preventive or enterprise-wide corrective action.
• Ensure leaders and managers receive appropriate guidance and capability-building to make effective, equitable, and legally sound people decisions.
• Maintain appropriate confidentiality, documentation, governance, and executive reporting for significant people and organizational risks.

LI#ST1

Required Qualifications:
- Bachelor's degree in Human Resources, Organizational Development, Business Administration, Industrial and Organizational Psychology, or a related field, or an equivalent combination of education and progressively responsible experience.
- Minimum of 10+ years of progressively responsible human resources experience, including at least 5-7 years leading an HR Business Partner, people strategy, organizational effectiveness, or comparable senior HR function.
- Demonstrated experience leading HR strategy and service delivery within a large, complex, geographically dispersed, or multinational organization.
- Proven success advising executive leaders on organizational design, workforce planning, succession, talent strategy, leadership effectiveness, culture, and major organizational change.
- Significant experience leading and developing senior HR professionals and building a high-performing, succession-ready HR leadership team.
- Demonstrated ability to translate organizational strategy into integrated workforce plans, people priorities, operating-model decisions, and measurable business outcomes.
- Extensive experience leading complex organizational restructures, workforce transitions, leadership changes, and other initiatives involving significant employee, operational, legal, or reputational risk.
- Advanced knowledge of employment practices and employee-relations principles, with demonstrated judgment in resolving complex and sensitive workplace matters.
- Proven ability to influence senior executives, navigate competing priorities, challenge constructively, and build alignment across functions, regions, and organizational levels.
- Experience establishing HR governance, performance indicators, service standards, and accountability measures and using workforce data and analytics to evaluate organizational effectiveness.
- Demonstrated leadership of enterprise change initiatives involving HR systems, process modernization, digital adoption, or transformation of HR service-delivery models.
- Strong financial and business acumen, including the ability to assess workforce investments, organizational trade-offs, resource requirements, and operational risks.
- Exceptional executive communication, consultation, facilitation, and negotiation skills, with the ability to communicate complex and sensitive matters clearly to senior leadership.
- Demonstrated commitment to inclusion, equity, organizational values, and culturally responsive people practices across diverse workforce environments.
Preferred Qualifications:
- Master's degree in Human Resources, Organizational Development, Business Administration, or a related field.
Senior-level HR certification, such as SHRM-SCP, SPHR, or an equivalent internationally recognized credential.
- Experience in an international nongovernmental organization, humanitarian or development organization, nonprofit, or other mission-driven global institution.
- Experience working across headquarters, regional, and country-office structures or within a federated or matrixed organization.
- Experience with Oracle Human Capital Management or another enterprise HR information system.
- Familiarity with AI-enabled HR tools, workforce analytics, automation, and responsible technology governance.
- Experience supporting localization, decentralization, or shifts in decision-making authority across global and regional structures.
- Experience working with compensation strategy, talent acquisition modernization, or enterprise workforce transformation.