HR Business Partner
US$161,000 – US$230,500 / yr base salary
Posted 6 Oct 2026
Advertised as “Sr Dir HR Business Partner”
BranchFactor Summary
The original posting with the fluff stripped out
- Expected experience
- 10+ yrs
- Management level
- Individual contributor
| Base salary | US$161,000 – US$230,500 / yr |
|---|
Field of studyBusiness, Human Resources (or related)
Study levelBachelor's
Study levelMaster's
Are you looking to Optimize your life? Start your exciting path to a rewarding career today!
We are Optimum, a leader in the fast-paced world of connectivity, and we're seeking driven and enthusiastic professionals to join our team, empower lives, fuel businesses, and drive innovation. Connectivity is now longer a luxury, but a necessity. A career at Optimum means you'll be enabling progress and enhancing lives by providing reliable, high-speed connectivity solutions that keep the world connected. Our successes, now and in the future, are powered by our amazing product, a commitment to our people and culture, and the connections we make in our communities.
If you are resourceful, collaborative, and passionate about delivering consistent excellence, Optimum is for you!
Job Summary
Reporting directly to the SVP Human Resources, the Sr. Director HR Business Partner is responsible for the design, delivery, and management of talent strategies aligned with business priorities. The primary HR partner to senior business leaders within respective client groups, this role collaborates with business leaders, HR COEs, and other cross-functional partners to execute an employee experience and talent strategy that enables achievement of business outcomes and future growth.
Responsibilities
- Develop a deep understanding of assigned business areas, including strategic objectives, long-term plans, and financial performance; translate knowledge of the business unit into a people strategy, ensuring employees with the right capabilities are in the right roles.
- Drive key people initiatives within assigned client group, including: staffing/workforce planning, compensation strategies, talent reviews, succession planning, training and development, rewards & recognition, recruitment and retention, and organizational effectiveness.
- Define how business strategy creates workforce needs and advise/determine how needs are met through workforce strategy decisions.
- Partner with senior leaders to identify development needs and skill gaps for key individuals and/or roles within their organization; work with Talent team to address gaps and deliver learning and development solutions.
- Advise leaders on effective job specification development and leveling for new roles within the organization; partner with Talent Acquisition on the interview and selection process with a focus on both attracting top talent and creating a positive candidate experience for potential hires.
- Oversee and provide guidance on escalated, complex employee relations issues, partnering closely with Employee Relations COE and in-house employment counsel.
- Proactively coach leaders on the interpretation of engagement survey feedback and strategic action planning to drive an enhanced employee experience and move the company culture forward.