Lead Human Resources Business Partner Jobs
Lead Human Resources Business Partner jobs are open across technology, healthcare, financial services, and manufacturing, at every level from senior HRBP to director, with specializations in organizational development, talent management, and employee relations. Scan the live roles below and apply to whichever ones fit.
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Showing 5 of 1,860+ Lead Human Resources Business Partner jobs
About Dean Dorton
Dean Dorton’s team makes up one of the largest advisory firms in the United States. We thrive when you thrive! We are here to help you succeed in every step of your development and career as you work with nationally recognized experts in a recognized best place to work.
Our core values guide how we work, lead, and support one another every day. They are:
- Integrity - We do the right thing, integrity guides our decisions.
- Relationships - We value people, relationships drive our impact.
- Collaboration - We win as one team, collaboration fuels our success.
- Growth - We stay curious, growth is our mindset.
About the Role
The Human Resources Business Partner (HRBP) serves as the strategic people advisor for assigned service groups, partnering with leaders to align people strategies with business objectives. This role builds trusted relationships, coaches leaders through complex people matters, and drives initiatives that strengthen organizational effectiveness, leadership capability, employee engagement, and business performance.
The HRBP works collaboratively across the HR team to deliver an exceptional employee experience while helping leaders make informed, data-driven people decisions.
Essential Duties & Responsibilities
Strategic Business Partnership
- Serve as the primary HR advisor for assigned service groups, building trusted relationships with leaders.
- Develop a deep understanding of business operations, workforce needs, and strategic priorities.
- Partner with leadership to align people strategies with business objectives.
- Coach leaders through organizational change, workforce planning, succession planning, and talent decisions.
- Use workforce metrics and data to identify trends, recommend solutions, and measure the effectiveness of HR initiatives.
Employee Experience
- Manage the employee lifecycle for assigned service groups, partnering with Talent Acquisition to ensure a seamless experience from hire through separation.
- Advise leaders on employee relations, performance management, coaching, and talent development.
- Partner with leaders to develop onboarding plans that accelerate new hire success.
- Support engagement and recognition initiatives that strengthen culture and retention.
- Guide leaders through performance improvement, corrective action, and offboarding processes.
Talent Strategy
- Partner with Talent Acquisition to forecast hiring needs and develop workforce plans.
- Assist hiring managers in defining candidate profiles and interviewing strategies.
- Support succession planning and leadership development initiatives.
- Facilitate learning opportunities and leadership training within assigned business units
Organizational Effectiveness
- Lead organizational assessments and recommend improvements that enhance team effectiveness.
- Support organizational design, restructuring, and change management initiatives.
- Champion HR programs and initiatives while ensuring successful adoption across assigned service groups.
- Research emerging HR trends and recommend innovative practices that support firm growth.
Compliance & Risk Management
- Ensure compliance with employment laws and firm policies.
- Interpret policies and provide practical guidance to leaders on complex employee matters.
- Partner with HR leadership on investigations, legal matters, and risk mitigation as needed.
Requirements
Experience & Qualifications
- Bachelor’s degree in related field required.
- Five (5) to eight (8) years’ experience in Human Resources, including in an employee life cycle role.
- HR certification (SHRM-CP, PHR) preferred.
Essential Skills
- Strategic consulting and business acumen
- Leadership coaching and influence
- Employee relations expertise
- Strong communication and relationship-building skills
- Critical thinking and problem solving
- Data analysis and workforce planning
- Employment law knowledge
Software & Tools
- Proficiency with Microsoft Office Suite software.
- Knowledge of HRIS (ADP Workforce Now).
- Experience working with Asana, PowerBI, Predictive Index, and HRSoft is a plus.
Travel: Travel between Dean Dorton offices is required.
Benefits
The Fun Stuff
Work isn’t all work! We want to make your experience at Dean Dorton a great one. From your health and happiness to your long-term satisfaction, we focus on YOU! A few highlights are listed below:
- Flexible work schedules and environment
- Paid Time Off (PTO)
- Paid family leave, medical leave, and maternity/paternity leave programs
- Retirement benefits, including a best-in-class employer match and automatic profit sharing.
- Telemedicine, mental health resources and wellness program reimbursement
This job description is intended to describe the general nature and level of work being performed by team members assigned to this position. It is not intended to be an exhaustive list of all responsibilities, duties, and skills required. Additionally, responsibilities and duties may vary depending on business needs and individual circumstances.
Dean Dorton is an equal opportunity employer. We’re committed to growing and empowering an inclusive community within Dean Dorton and our industry which is why we hire and cultivate diverse teams of the best and brightest from all backgrounds, experiences and perspectives across the organization. We welcome anyone of any race, religion, color, national origin, political affiliation, pregnancy, ancestry, handicap, medical condition, disability, marital status, age, sexual orientation or gender.
We do not accept unsolicited resumes or candidate submissions from staffing agencies, recruiters, or search firms. Any resumes or candidate information submitted without a current, signed agreement in place will be considered unsolicited, become the property of the company, and will not obligate the company to pay any fees or commissions.
About Dean Dorton
Dean Dorton’s team makes up one of the largest advisory firms in the United States. We thrive when you thrive! We are here to help you succeed in every step of your development and career as you work with nationally recognized experts in a recognized best place to work.
Our core values guide how we work, lead, and support one another every day. They are:
- Integrity - We do the right thing, integrity guides our decisions.
- Relationships - We value people, relationships drive our impact.
- Collaboration - We win as one team, collaboration fuels our success.
- Growth - We stay curious, growth is our mindset.
About the Role
The Human Resources Business Partner (HRBP) serves as the strategic people advisor for assigned service groups, partnering with leaders to align people strategies with business objectives. This role builds trusted relationships, coaches leaders through complex people matters, and drives initiatives that strengthen organizational effectiveness, leadership capability, employee engagement, and business performance.
The HRBP works collaboratively across the HR team to deliver an exceptional employee experience while helping leaders make informed, data-driven people decisions.
Essential Duties & Responsibilities
Strategic Business Partnership
- Serve as the primary HR advisor for assigned service groups, building trusted relationships with leaders.
- Develop a deep understanding of business operations, workforce needs, and strategic priorities.
- Partner with leadership to align people strategies with business objectives.
- Coach leaders through organizational change, workforce planning, succession planning, and talent decisions.
- Use workforce metrics and data to identify trends, recommend solutions, and measure the effectiveness of HR initiatives.
Employee Experience
- Manage the employee lifecycle for assigned service groups, partnering with Talent Acquisition to ensure a seamless experience from hire through separation.
- Advise leaders on employee relations, performance management, coaching, and talent development.
- Partner with leaders to develop onboarding plans that accelerate new hire success.
- Support engagement and recognition initiatives that strengthen culture and retention.
- Guide leaders through performance improvement, corrective action, and offboarding processes.
Talent Strategy
- Partner with Talent Acquisition to forecast hiring needs and develop workforce plans.
- Assist hiring managers in defining candidate profiles and interviewing strategies.
- Support succession planning and leadership development initiatives.
- Facilitate learning opportunities and leadership training within assigned business units
Organizational Effectiveness
- Lead organizational assessments and recommend improvements that enhance team effectiveness.
- Support organizational design, restructuring, and change management initiatives.
- Champion HR programs and initiatives while ensuring successful adoption across assigned service groups.
- Research emerging HR trends and recommend innovative practices that support firm growth.
Compliance & Risk Management
- Ensure compliance with employment laws and firm policies.
- Interpret policies and provide practical guidance to leaders on complex employee matters.
- Partner with HR leadership on investigations, legal matters, and risk mitigation as needed.
Requirements
Experience & Qualifications
- Bachelor’s degree in related field required.
- Five (5) to eight (8) years’ experience in Human Resources, including in an employee life cycle role.
- HR certification (SHRM-CP, PHR) preferred.
Essential Skills
- Strategic consulting and business acumen
- Leadership coaching and influence
- Employee relations expertise
- Strong communication and relationship-building skills
- Critical thinking and problem solving
- Data analysis and workforce planning
- Employment law knowledge
Software & Tools
- Proficiency with Microsoft Office Suite software.
- Knowledge of HRIS (ADP Workforce Now).
- Experience working with Asana, PowerBI, Predictive Index, and HRSoft is a plus.
Travel: Travel between Dean Dorton offices is required.
Benefits
The Fun Stuff
Work isn’t all work! We want to make your experience at Dean Dorton a great one. From your health and happiness to your long-term satisfaction, we focus on YOU! A few highlights are listed below:
- Flexible work schedules and environment
- Paid Time Off (PTO)
- Paid family leave, medical leave, and maternity/paternity leave programs
- Retirement benefits, including a best-in-class employer match and automatic profit sharing.
- Telemedicine, mental health resources and wellness program reimbursement
This job description is intended to describe the general nature and level of work being performed by team members assigned to this position. It is not intended to be an exhaustive list of all responsibilities, duties, and skills required. Additionally, responsibilities and duties may vary depending on business needs and individual circumstances.
Dean Dorton is an equal opportunity employer. We’re committed to growing and empowering an inclusive community within Dean Dorton and our industry which is why we hire and cultivate diverse teams of the best and brightest from all backgrounds, experiences and perspectives across the organization. We welcome anyone of any race, religion, color, national origin, political affiliation, pregnancy, ancestry, handicap, medical condition, disability, marital status, age, sexual orientation or gender.
We do not accept unsolicited resumes or candidate submissions from staffing agencies, recruiters, or search firms. Any resumes or candidate information submitted without a current, signed agreement in place will be considered unsolicited, become the property of the company, and will not obligate the company to pay any fees or commissions.
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Find JobsLead Human Resources Business Partner Job Market
Who's Hiring
- Amazon130
- Associa20
- Capital One15
- Ensign Services13
- TikTok11
Top Industries Hiring
- Technology & Software45
- Healthcare & Medical Services26
- Manufacturing19
- Energy15
- Electronics & Hardware9
What Employers Look For
The qualifications that appear most often in lead human resources business partner jobs.
- 7 or more years of progressive HR business partner or generalist experience
- Demonstrated ability to partner with senior leaders on workforce planning and org design
- SHRM-SCP, SPHR, or equivalent senior HR certification
- Proficiency with an enterprise HRIS platform such as Workday or SAP SuccessFactors
- Experience conducting investigations, managing employee relations cases, and advising on employment law
- Bachelor's degree in human resources, business administration, or a related field
Tips for Your Lead Human Resources Business Partner Job Search
Quantify your HR impact on your resume
Lead HRBP roles require demonstrating business outcomes, not just HR activities. Replace phrases like 'supported managers' with specific results: retention improvements, time-to-fill reductions, or workforce planning initiatives that tied directly to revenue or headcount goals.
Apply early to roles that fit
Migrate Mate lists lead human resources business partner openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target companies by their HRBP maturity level
Some organizations use lead HRBPs as true strategic partners embedded in business units, while others treat the role as a glorified generalist. Look for job descriptions that mention workforce planning, org design, or executive partnership, not just policy administration.
Get your SHRM-SCP or SPHR certification current
Many lead HRBP postings list senior SHRM or HRCI certification as required, not preferred. If yours is lapsed or in progress, note the expected completion date explicitly on your resume so screeners don't filter you out automatically.
Prepare a business case story for behavioral interviews
Lead HRBP interviews frequently include questions about influencing senior leaders without authority. Prepare two or three specific examples where you used data or framing to shift a business decision, not just where you advised a manager on a people issue.
Negotiate scope before discussing compensation
In lead HRBP offers, the client group size, reporting line, and whether you own a full portfolio or share one with another HRBP matter as much as base pay. Clarify those structural points first so you're negotiating the full value of the role.
Lead Human Resources Business Partner Jobs: Frequently Asked Questions
Which companies are hiring the most lead human resources business partners?
Amazon, Associa, and Capital One are hiring the most lead human resources business partners right now, with openings concentrated in California, Texas, and New York, based on current listings on Migrate Mate as of November 2026. Demand is especially strong in technology, healthcare systems, and large financial services firms that maintain dedicated HRBP structures.
How many lead human resources business partner jobs are remote?
About 60% of lead human resources business partner openings are fully remote or hybrid as of November 2026, reflecting strong demand for flexible arrangements in this role. Employee relations work and executive coaching tend to be the sub-areas most available remotely, while roles supporting manufacturing or frontline-heavy operations are more likely to require on-site presence.
How do you become a lead human resources business partner?
Start by building several years of generalist or HRBP experience across multiple HR disciplines, including employee relations, talent management, and compensation. Move into roles that give you direct exposure to business leaders and workforce planning decisions. Earning a senior HR certification and developing fluency with HRIS platforms accelerates progression into lead-level positions.
Can you get hired as a lead human resources business partner with limited experience?
It's uncommon, since most postings require substantial progressive HR experience, but candidates who have led high-impact projects, managed complex employee relations cases, or served as the sole HR contact for a large business unit can sometimes make the jump. Framing your experience around strategic business outcomes rather than task completion is the key differentiator at this level.
What does the lead human resources business partner interview process look like?
Most processes include an initial recruiter screen, a competency-based interview with the HR director or CHRO, and at least one panel interview with business unit leaders you would support. Expect behavioral questions focused on influencing executives, navigating conflict, and driving organizational change. Some employers add a case study or presentation on a workforce challenge.
Where can I find and apply to lead human resources business partner jobs?
You can find and apply to lead human resources business partner jobs on Migrate Mate, which lists current openings from across the United States. Search the roles available, find the ones that match your experience and target industry, and apply directly to each listing that fits.
See All 1,860+ Lead Human Resources Business Partner Jobs
Find roles that match your experience and apply in just a few clicks.
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