Senior Director, People Business Partner

ABOUT THE ROLE 

The Senior Director, People Business Partner will align creative, dynamic talent strategies with business objectives to deliver a tailored, value-added service to cross-functional teams. Working with the senior leadership team, this role will focus on driving programs that ignite our talent, enrich our culture, and build inclusive leadership capability at all levels.  

The person in this role is a player-coach and a trusted advisor, functioning as an expert on people and organizational issues to senior executives while leading a hardworking and dedicated team of People Business Partners (PBP). This role reports to the VP, Global Head of People Business Partnerships and Workplace Experience and is based in our NYC headquarters. 

YOUR DAILY IMPACT AT PELOTON 

• Partner with executive leaders to provide the strategic guidance in organizational design and effectiveness, talent management, team member engagement, team member relations, performance management, and other key people initiatives 
• Collaborate with other People team functions in the design and implementation of People programs to attract, retain and promote a diverse and inclusive workforce
• Lead key organizational processes and projects and partner with business leaders to drive and lead through organizational change and evolution by articulating a clear and compelling vision for the use and adoption of the tools, policies, and processes
• Lead a team of People Business Partners providing strategic leadership in the areas of professional development, succession planning, performance management, team member relations, and strategic programming 
• Proactively manage legal risk; ensure people leader and team member compliance with company policies and procedures, and governmental regulations, and closely partner with Team Member Relations team on investigations as needed 
• Leverage data to create People dashboards with the business, taking an analytical and metrics-driven approach to solutions and drawing insights to create compelling narratives for change 
• Provide coaching and consulting support for business function leadership, building skills, knowledge, and competencies to achieve results and make team member-related decisions in a fast-changing environment 
• Partner with executive leaders to improve working relationships, collaboration, innovation, morale, and engagement 
• Be a trusted advisor on critical talent-related business decisions including org design, planning, succession planning and change management 
• Partner with business leaders to identify training needs for business functions, new people leaders, and broad career growth plans for team members 
• Participate in evaluation and monitoring of training programs to ensure success and follow up to ensure training objectives are met 
• Embed DEI as a focus, challenging the status quo and advocate and support diversity initiatives that attract and create a diverse team to foster a culture of inclusion
• Partner with people leaders and DEI team on transformation and change management programs within DEI to execute actionable activities that will increase DEI visibility and drive strategic goals

YOU BRING TO PELOTON 

• Bachelor’s degree and 12+ years of progressive HRBP experience with 5+ years in a HRBP leadership role engaging at the executive level; or Master's degree plus a minimum of 8+ years of progressive HRBP experience and 3+ years in a HRBP leadership role engaging at the executive level 
• Ability to earn trust with business function leadership through delivery of results and operating with a bias for action 
• Strong influencing and negotiation skills with ability to present a clear and strategic point-of-view to senior management while being able to defend and voice the thought process and rationale behind recommendations 
• Ability to manage and lead a team and hold high performance standards and quality outputs 
• Deep knowledge of and experience in designing and delivering workforce planning, talent management, change management, leadership development, employee engagement, culture transformation, and organizational design 
• Ability to synthesize complex situations into a digestible, action-oriented format for business leaders and their teams 
• Possess a high level of discretion - ability to deal with highly confidential and sensitive information 
• Team-oriented, consensus builder who understands how to achieve buy-in from diverse constituencies, building bridges and designing “win-win” solutions across a matrix management organization 
• Unique ability to flourish in a rapidly changing organization, and operate comfortably with ambiguity and complexity 
• Excellent interpersonal skills, and the cultural awareness to work with a diverse, international team

#LI-HO1 #LI-Hybrid