Director, Strategic HR Business Partner

Overview

The Director, Strategic HR Business Partner serves as the senior strategic advisor to assigned executive leaders, translating enterprise HR strategy into business outcomes. This role partners with leaders to drive organizational effectiveness, workforce strategy, leadership capability, and change management while collaborating closely with HR Generalists and Enterprise HR Partners (e.g., HR Operations, Talent Acquisition & Workforce Planning, Talent Management & Leadership Development, Compensation, Benefits, HRIS/Workday, and Employee Relations). The role operates within the enterprise HR governance framework established by the Senior Director, HR Strategy & Development.

Responsibilities

• Serve as the primary strategic HR advisor to assigned executive leadership teams.

• Translate enterprise HR strategy into business-unit workforce and organizational plans.

• Lead organizational effectiveness, organizational design, and change management initiatives.

• Coach leaders on leadership effectiveness, talent decisions, and organizational capability.

• Partner on workforce planning and succession planning.

• Analyze workforce metrics and recommend strategic actions.

• Collaborate with Enterprise HR Partners to deliver integrated HR solutions.

• Provide strategic oversight and coaching to an HR Generalist to ensure consistent operational HR delivery.

• Identify emerging workforce trends and provide feedback to strengthen enterprise HR strategy.

• Lead and participate in enterprise HR initiatives as assigned.

Supervisory Responsibilities

• Directly supervises the HR Generalist, providing coaching, prioritization, performance management, and professional development. The HR Generalist is responsible for day-to-day operational HR delivery, enabling the Director to focus on strategic partnership and executive consultation.

Qualifications

• Bachelor's degree required; Master's preferred.

• 8+ years of progressive HR experience with significant HR Business Partner experience.

• PHR/SPHR and/or SHRM-CP/SHRM-SCP preferred.

• Demonstrated success advising senior leaders, leading change, and driving organizational effectiveness.

• Strong business acumen, executive presence, consulting skills, and analytical capability.

This job description is intended to describe the general nature and level of work performed by an employee assigned to this position. The description is not an exhaustive list of all duties, responsibilities, knowledge, skills, and abilities, and working conditions associated with this position. All requirements are subject to possible modification and reasonably accommodate individuals with disabilities.

Equal Opportunity Field

We offer a comprehensive benefit package. For a complete overview of our benefits package, please visit our Joint Commission Career Page (https://www.jointcommission.org/careers/#434f5b531a144a35906939ce76ce893c\_cf7b457e1e9842329663d569f5c839cb)

We are an Equal Opportunity Employer. All qualified applicants will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other status protected by law.

Min

USD $135,000.00/year

Max

USD $180,000.00/year

Job Locations US-IL-Oakbrook Terrace

Job ID 2026-7340

# of Openings 1

Category Human Resources

• Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.

• Please view Equal Employment Opportunity Posters provided by OFCCP here.

• The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.

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