Director, HR Business Partner

The Director, Human Resources Business Partner (West) serves as the primary strategic HR partner to the SVP, Schools and the division leadership team for Learning Care’s field and school organization.

As a trusted advisor, the Director translates business priorities and workforce insights into an executable integrated people strategy that strengthens organizational performance, leadership capability, talent readiness, engagement, and retention. The role leads coordinated HR support across the division(s) and balances enterprise priorities with the operational needs of a complex, geographically dispersed field organization.

Key Responsibilities:

Serve as the primary strategic HR partner to the SVP, Schools and division leadership team, maintaining a deep understanding of the field and school business, operating model, workforce dynamics, and talent challenges to align the people strategy with division objectives and Learning Care’s strategic vision.

Provide senior leadership counsel on organizational effectiveness, structure, leadership, culture, and workforce risk, identifying capability and talent gaps and recommending scalable solutions that support performance and long-term growth.

Develop and execute integrated workforce, succession, retention, labor and talent plans that strengthen leadership readiness, critical talent pipelines, engagement, financial growth and business continuity.

Coach senior leaders individually and collectively to improve leadership effectiveness, team performance, accountability, talent development, and decision-making.

Lead and coordinate HR support across the division, directing assigned HR Business Partner resources and partnering with Employee Relations and HR Centers of Excellence to deliver consistent, integrated solutions.

Use workforce data, business metrics, employee insights, case trends, and external benchmarks to identify risks and opportunities, determine root causes, and influence informed action.

Lead division execution of key talent processes, including workforce planning, performance management, succession planning, talent reviews, leadership development, and engagement.

Provide change leadership for major business and HR initiatives, building stakeholder alignment, clear communication, adoption, and sustained results.

Partner with HR and broader company centers of excellence and support teams like Employee Relations, Total Rewards, Finance, Safety, Legal, and other stakeholders to identify, escalate, mitigate, and resolve complex or high-risk employee relations matters while ensuring appropriate policy interpretation and regulatory compliance.

Represent HR in division and cross-functional leadership forums, communicating workforce priorities, risks, and recommendations; embedding inclusive, people-forward practices; and leading strategic projects for the division and HR function as assigned.

Other duties as assigned.

Minimum & Preferred Qualifications:

Bachelor’s degree from an accredited college or university in Human Resources, Business Administration, Organizational Development, or a related field; advanced degree preferred.

Minimum of 10 years of progressive Human Resources experience, including at least 7 years in a strategic HR Business Partner, business-facing consulting, or comparable advisory role and 3–5 years of people leadership experience.

Demonstrated success advising SVP, and VP leaders and developing people strategies that deliver measurable outcomes in organizational effectiveness, talent management, leadership capability, engagement, retention, and business performance.

Experience supporting complex, multi-site or geographically dispersed operations and diverse employee populations, with the ability to adapt HR practices across varying levels of organizational maturity.

Preferred experience leading talent strategies for hourly and frontline workforce.

Deep knowledge of federal employment laws and demonstrated experience navigating multi-state employment requirements, complex employee relations matters, investigations, policy interpretation, and workforce risk; direct labor relations and union negotiation experience strongly preferred.

Broad expertise across organizational design and effectiveness, talent and succession management, leadership development, inclusion and impact, employee relations, total rewards, talent acquisition, engagement, and change management.

SPHR, SHRM-SCP, or equivalent strategic HR professional certification preferred.

Knowledge, Skills and Abilities:

Executive presence, credibility, and exceptional judgment, with the ability to build trusted relationships, maintain confidentiality, navigate ambiguity and gray areas, challenge constructively, and influence leaders at all levels.

Strong business and financial acumen, with the ability to connect HR and talent strategies to operational priorities, employee experience, growth, service, and financial outcomes.

Advanced consulting, coaching, facilitation, conflict-resolution, and influencing skills, with the agility to operate both strategically and tactically as business needs require.

Demonstrated ability to design and lead change initiatives, guiding teams through transformation with purpose, tact, poise, patience, and a focus on sustained adoption.

Strong analytical and systems-thinking capability, with the ability to interpret workforce data and business metrics, identify root causes, and translate insights into clear, executive-level recommendations.

Highly collaborative work style and enterprise mindset, with demonstrated success building partnerships across functions, aligning competing priorities, and leading multiple strategic initiatives with disciplined execution and accountability.

Exceptional written and verbal communication skills, including the ability to distill complex issues and tailor compelling messages and recommendations for executive, operational, and HR audiences.

Proficiency with HR information systems, workforce analytics and case management tools, and Microsoft Office applications.

Ability to travel as business needs require, expected to be approximately 20%, including occasional overnight travel.

Excellent customer service skills with both internal and external customers.

Capable of working with frequent interruptions and changing priorities.

Effective communication skills, written, verbal and interpersonal.

Proficient time management, organizational skills and ability to meet established deadlines.

Compensation and Benefits:

Compensation based on position, education and experience. Bi-weekly paid.

Base salary range: $150-175k

This position is eligible for our Support Central bonus program which is based on annual achievement of company performance.

Health and Wellness Benefits:

Employees are eligible for a variety of health and welfare benefits based on their Full-time or Part-time status on their date of hire, which include medical, dental, vision, healthcare & dependent care flexible spending accounts (FSAs), life insurance, disability, accident, critical illness, hospital indemnity, pre-paid legal, pet insurance and identity theft protection.

Employees are eligible to participate in our 401(k) retirement plan after 30 days of employment. Participating employees are also eligible to receive a company provided match on their elective deferrals once they reach 1 year of employment with the company.

Employee perks/discounts:

Education assistance including tuition reimbursement

Childcare discount available to all employees

Corporate partner Discounts

This position is eligible for paid time off. All Corporate employees are enrolled in our Flexible Paid Time Off (PTO) plan. This plan allows for flexibility and discretion between employees and managers in taking time off - with no set accrual for vacation or sick time. Employees can use Flexible PTO for any reason and is compliant with the Colorado Healthy Families Work Act.

Applications accepted through 11/6/2026.