Director, HR Business Partner - Facilities Management & Real Estate

Requirements

• Bachelors' Degree
• 12 or more years of progressive HR leadership experience
• Advanced degree (MBA, MA in HR or related field)
• HR certification (e.g., SPHR, SHRM-SCP)
• 1 or more years' experience in healthcare, life sciences
• Additional Job Standards
• Demonstrated success advising on and influencing business strategy working with Vice Presidents and Senior Vice Presidents
• Experience in global, matrixed environments supporting complex functions, influencing outcomes across regions without direct authority
• Experience leading complex organizational design in partnership with the Business and COEs
• Experience using data and analytics to drive talent and organizational decisions
• Expertise in performance management, succession planning, and leadership effectiveness
• Strong business acumen and financial acumen; Experience aligning workforce strategies with financial plans, including headcount planning, budgeting, and cost management
• Excellent executive communication skills and presence
• Strong cross-COE partnership capability
• Ability to travel as needed (~15% -20%)
• The Director, HR Business Partner (HRBP) -

Benefits

Additional Information

Labcorp is a global leader in diagnostic testing and drug development solutions, helping healthcare providers, researchers, and patients make informed decisions that advance care. Join us in our mission to improve health and improve lives. Labcorp is seeking a Director, HR Business Partnering to join our team in Raleigh, NC or Indianapolis, IN with the flexibility of a hybrid work schedule! Job Responsibilities Strategic Leadership Partnership Serves as the trusted advisor to multiple (SVPs/VPs) and their global leadership teams translating business strategy into integrated people strategy Provides strategic counsel on leadership effectiveness, performance outcomes, culture and engagement impacts, and talent/succession planning Advises on executive onboarding, transitions, and leadership team dynamics Anticipates people-related risks tied to business priorities and operating changes Ensures alignment between global functional priorities and regional/local execution, balancing trade-offs between global standardization and local requirements Organizational Design Leads complex organizational design efforts across one or more global functions, ensuring org design reflects evolving business needs and digital/technology-enabled operating models required to drive growth Facilitates executive decision-making on structure, roles, and organizational trade-offs Integrates organizational design with succession and talent strategy Anticipates downstream impacts of organizational changes Partners with regional HR and business leaders to optimize global operating models, spans/layers, and location strategies Talent Performance, Development & Engagement Leads SVP and VP level succession planning and executive talent reviews Ensures consistent application of performance and talent standards globally, while incorporating regional nuances visa a vis partnership with regional HR Advises on performance differentiation and pay-for-performance decisions with Total Rewards Partners with Talent and Learning COEs on leadership development strategies Identifies and develops global leadership pipelines, including mobility strategies and cross-market talent deployment Partners with client leaders on development and execution of employee engagement and retention strategies Coaches senior leaders on leadership effectiveness Enterprise Alignment and HR Integration Acts as the central point of integration between global function leadership and regional HR organizations, ensuring seamless execution of HR strategies across countries Partners with HR COEs: Compensation, Talent, Learning, Global Benefits, Talent Acquisition, HR Analytics, HR Tech, ID&B, Compliance on execution of talent processes and programs Ensures people decisions align with enterprise HR governance Navigates complex multi-country labor laws, regulatory environments, and cultural considerations, proactively mitigating risk Provides strategic insights and decision materials to business leaders Represents client organizations' people agenda in HR forums Data, Analytics and Technology Leverages workforce analytics and external benchmarks to inform decisions Uses data to diagnose organizational health and predict risks Partners with HR Analytics to build insights and dashboards Leverages technology, digital tools, and AI-enabled insights to improve decision quality, organizational effectiveness, and workforce productivity Partners with HR Tech and IT to drive adoption of digital solutions that enhance employee experience, automation, and data visibility Scope and Escalation Operates with high autonomy, escalating only the most critical risks Makes independent, data-informed recommendations on executive talent, organizational design, and workforce strategy, with direct influence on final leadership decisions

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