Director, HR Business Partnership & Talent Transformation

Job Description

Living in PA, NJ, NY is a must. Regular visits to our Philadelphia office are required

The Director of HR Business Partnership is a strategic and hands-on leader who connects business priorities with people execution in a high-growth, evolving organization. This role partners closely with senior leaders to drive performance, accountability, and organizational effectiveness — translating strategy into scalable talent practices that deliver visible business impact. 

Leading a small team of HR Business Partners, this individual operates as a player-coach: personally building and launching key talent programs in year one while developing the team’s capability to sustain and scale them over time. The right candidate brings sharp business acumen, comfort with ambiguity, and a track record of driving HR transformation in growth-stage or PE-backed environments — where building without large CoE support and moving fast are the norm. 

Key Responsibilities

Strategic HR Partnership 

• Serve as a trusted advisor to senior leaders, driving talent strategy, organizational effectiveness, and business-aligned people decisions 

• Translate business priorities into HR initiatives with clear, measurable outcomes and visible impact 

• Partner with leadership on talent retention, engagement, and performance acceleration 

• Operate with senior HR visibility — participating in leadership forums and bringing people insights to business discussions with credibility 

• Serve as a senior escalation point, providing timely judgment on complex people matters and cross-functional HR topics 

Talent & Performance Transformation 

• Lead the design and implementation of evolved performance management practices that drive accountability, growth, and differentiated rewards 

• Personally build initial frameworks, tools, and calibration processes — including talent assessment approaches — then scale them through the HRBP team 

• Partner with leadership to reinforce a pay-for-performance culture, ensuring clear linkage between outcomes and rewards 

• Support development and upskilling initiatives in partnership with relevant internal stakeholders 

Organizational Design & Job Architecture 

• Lead organizational design efforts including role clarity, career pathing, leveling frameworks, and workforce planning 

• Continue to embed scalable job architecture: leveling structures, career ladders, and role definitions aligned to growth and operating model needs 

• Translate business strategy into practical org design decisions around spans, layers, and capability requirements 

Compensation Advisory 

• Advise leadership on pay decisions — promotions, merit, and off-cycle adjustments — aligned to performance and internal equity principles 

• Partner with People & Culture team members on rewards philosophy and differentiated pay practices.  

Process Design & Operational Excellence 

• Design and implement scalable HRBP processes that improve consistency, transparency, and impact, balancing rigor with speed 

• Drive operational rhythms across talent programs: performance cycles, calibration, and workforce planning 

• Establish a cadence of business reviews using talent data and insights to help leaders plan proactively for their people needs 

Change Leadership 

• Lead and support change initiatives, ensuring adoption of new talent practices and ways of working 

• Develop communication and change strategies that drive clarity and buy-in with impacted stakeholders 

• Identify organizational friction points and proactively drive improvements 

HRBP Team Leadership 

• Lead, coach, and develop a small, high-performing HRBP team with clear expectations for strategic partnership and execution quality 

• Foster a culture of accountability, pragmatic problem-solving, and continuous improvement 

• Serve as the senior decision-maker on escalated employee relations matters, ensuring high-quality, timely support for the business 

Qualifications

Ideal Experience 

• 8–12 years of progressive HR experience, including HRBP leadership in growth-stage, PE-backed, or scaling technology or SaaS organizations 

• Demonstrated track record of personally building and operationalizing HR programs — performance management, talent calibration, job architecture — in environments without large Centers of Excellence support 

• Experience managing or mentoring HRBPs or HR generalists; comfort leading a small team while remaining hands-on 

• Strong business acumen with the ability to influence senior leaders credibly and effectively 

• Experience facilitating talent assessment and calibration processes (e.g., 9-box or equivalent) 

• Demonstrated ability to drive organizational change and adoption of new people practices 

Preferred Background 

• Experience in technology, SaaS, or data and analytics-driven businesses 

• Familiarity with Lattice or a comparable HRIS and performance management platform 

• Exposure to AI-enabled HR tools or process automation 

Key Competencies 

• Strategic Influence — connects talent strategy to business outcomes; trusted advisor to senior leadership 

• Operational Excellence — designs and executes scalable, high-impact HR processes with rigor and speed 

• Organizational Effectiveness — drives clarity, structure, and alignment through thoughtful design and planning 

• Performance Orientation — deep familiarity with performance management frameworks, calibration, and pay-for-performance linkage 

• Leadership & Team Development — builds, coaches, and elevates a high-performing HRBP team 

• Change Agility — moves fast, adapts well, and brings stakeholders along through transitions 

What Sets This Role Apart 

• Direct ownership of a focused talent transformation agenda — with clear year-one priorities and room to grow scope over time 

• High visibility with senior leadership and meaningful, measurable impact on business performance 

• A genuine blend of strategy and hands-on execution — ideal for leaders who want to build while leading 

• Opportunity to shape foundational talent systems in a scaling, PE-backed organization at an inflection point 

Additional Information

What does IntegriChain have to offer?

• Mission driven: Work with the purpose of helping to improve patients' lives! 
• Excellent and affordable medical benefits + non-medical perks including Student Loan Reimbursement, Flexible Paid Time Off and Paid Parental Leave 
• 401(k) Plan with a Company Match to prepare for your future
• Robust Learning & Development opportunities including over 700+ development courses free to all employees

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IntegriChain is committed to equal treatment and opportunity in all aspects of recruitment, selection, and employment without regard to race, color, religion, national origin, ethnicity, age, sex, marital status, physical or mental disability, gender identity, sexual orientation, veteran or military status, or any other category protected under the law. IntegriChain is an equal opportunity employer; committed to creating a community of inclusion, and an environment free from discrimination, harassment, and retaliation.

Our policy on visa sponsorship for US based positions: Applicants for employment in the US must have valid work authorization that does not now and/or will not in the future require sponsorship of a visa for employment authorization in the US by IntegriChain.