Senior Director, HR Business Partner

Senior Director, HR Business Partner providing executive HR leadership for WM, a leading environmental solutions provider. Aligning HR strategy with business strategy to drive workforce outcomes.

Posted 5/27/2026full-timeHouston • Texas • 🇺🇸 United StatesSeniorWebsite

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Hard Skills

Human ResourcesWorkforce PlanningOrganizational DesignSuccession PlanningTalent ManagementChange ManagementStrategic HR DecisionsAnalytical SkillsCoachingProject Management

Soft Skills

Executive PresenceInfluenceTrustStakeholder ManagementStrategic ThinkingNavigating ChangeCollaborationProblem-SolvingCommunicationCustomer Service

Certifications & Qualifications

Bachelor's Degree in Human ResourcesMBA or Advanced Degree

Industry Keywords

C-SuiteHR Business PartnerCOEsDigital TransformationAgilityLeadership AssessmentDiversity and InclusionPerformance ImprovementEnterprise Change InitiativesTechnology-Driven Environments

About the role

Key responsibilities & impact

Serve as the direct HR Business Partner to 2 -3 Senior Vice Presidents (C-Suite level) and their leadership teams (~15 VPs), providing strategic and hands-on team support with daily HR needs.
Partner with senior executives to align HR strategy with business strategy and operating models.
Apply strong business and financial acumen, understanding how human capital decisions impact P&L, EBITDA, and revenue per employee.
Act as a trusted advisor with the confidence to coach and challenge executives during high-stakes, complex decisions.
Use systems thinking to assess downstream implications of talent, structure, and leadership decisions across the enterprise.
Anticipate future talent and leadership needs with a predictive, data-informed view 18–24 months out.
Influence across complex global and matrixed environments without direct authority.
Lead organizational design efforts to modernize operating models, clarify decision rights, and improve agility.
Orchestrate C-suite and senior-leader succession planning, ensuring bench strength at C-1 and C-2 levels.
Architect the people strategy for major transformations, including mergers, acquisitions, and enterprise change initiatives.
Coach executives on cultural leadership, values alignment, and “leadership shadow.”
Drive workforce strategy, including strategic labor planning decisions across Build (develop), Buy (hire), and Borrow (contingent/AI) models.
Build and sustain strong partnerships with HR Centers of Excellence (COEs) to translate business and talent priorities into coordinated solutions.
Align early with COEs on needs and timing, leverage their expertise and programs, and ensure COE resources are effectively deployed to support strategy execution and measurable outcomes.
Lead and develop a team of approximately 2–8 HR Directors, enabling them to shift focus from personal execution to scaled strategic impact.
Coach HR Directors from operational execution to enterprise-level strategic partnership.
Ensure consistent application and execution of HR strategy across business units and sub-functions.

Requirements

What you’ll need

A bachelor’s degree in Human Resources, Business Administration or similar area of study with an MBA or other advanced degree preferred.
15+ years of Human Resources experience with progressive management responsibilities.
Experience in technology-driven environments with a forward-looking approach to workforce planning, focused on developing and transforming talent in digital and tech-enabled functions.
Executive Presence: Demonstrating self-confidence, poise, and authenticity that inspires confidence in others to believe in and follow your leadership.
Coaching: Helping others improve performance by posing probing questions that guide them toward learning, development, and finding their own solutions.
Influence: The ability to have a motivating effect on others without exerting power and control.
Trust: Conducting oneself in a way that demonstrates to others reliability and intention to do the right thing.
Stakeholder Management: Managing relationships, expectations, and information sharing with the key people who are crucial to the success of a project or initiative.
Strategic Thinking: To understand the bigger picture of the organization's current state, where it needs to go, and devising a plan for how it will get there.
Navigating Change: Effectively introduces and manages organizational change with clear communication and an ability to lead others through ambiguity and resistance.
In-depth understanding of HR concepts and principles gained through formal education and substantial work experience
Demonstrated experience in making strategic HR decisions, assessing leadership talent and effectively interfacing with high-level business and operations leaders
Strong analytical and problem-solving skills; ability to assess situations make judgments based on practice or previous experience
Coaching and leadership assessment experience
Approachable and responsive resource able to connect with employees at all levels
Ability to work in changing environments, see through complexity and strategically promote an inclusive/diverse workforce
Strong presentation skills and facilitation experience, needed to effectively deliver a variety of HR-related training programs to groups of managers/colleagues
Capable of handling multiple issues and/or projects simultaneously and executing to completion
Demonstrated ability to work in a demanding, high performance work environment and team-oriented culture
Excellent collaboration, influencing, project management, organizational and change agent skills
Strong internal and external customer service focus, with a genuine desire to assist others
Passion for innovative HR solutions and process improvement

Benefits

Comp & perks

Medical
Dental
Vision
Life Insurance
Short Term Disability
Stock Purchase Plan
Company match on 401K
Paid Vacation
Holidays
Personal Days