Director, People Business Partner

The Director, People Business Partner at Crexi plays a crucial role in driving a performance-driven culture. Key responsibilities include coaching leaders to resolve business and talent challenges, managing critical people programs, and optimizing organizational health through data analysis. You will champion the employee experience, ensure effective onboarding and offboarding, and lead change management initiatives to support organizational transformation.

To apply for the Director, People Business Partner position at Crexi, candidates should possess a Bachelor’s degree in business or a related field, with a Master's preferred. Additionally, candidates must have over 12 years of progressive experience in people leadership, particularly in high-growth environments. Strong knowledge of employee relations practices and California employment laws is important.

Crexi ensures a high-performing culture through the efforts of the Director, People Business Partner by implementing structured coaching processes, facilitating critical people programs, and acting as an ambassador for our culture. By focusing on talent density and providing a collaborative and inclusive environment, the Director helps optimize employee performance and satisfaction.

Employees at Crexi can expect a comprehensive benefits package that includes health, dental, and vision coverage along with unique offerings like ownership and equity options. The work culture is centered around innovation, and employees have access to a variety of snacks to support their creativity and productivity.

The ideal candidate for the Director, People Business Partner role at Crexi is someone who thrives in dynamic environments with exceptional communication skills. They should demonstrate responsiveness, action-oriented problem-solving abilities, strong organizational skills, and strategic thinking. A passion for fostering high-performing teams and enhancing the employee experience is paramount.

When discussing change management, focus on specific examples where you've successfully guided leaders and teams through transitions. Mention the strategies you employed to facilitate clear communication and ensure team engagement, and highlight any metrics or outcomes that demonstrate the impact of your efforts.

In your response, emphasize your coaching style—whether it's hands-on or more consultative—and share specific examples of how you've helped leaders develop actionable solutions to talent challenges. Discuss any frameworks or tools that you utilize to empower leaders effectively.

Explain strategies you've implemented in past roles, such as performance management systems, engagement surveys, or team-building initiatives. Highlight how these strategies contributed to an improvement in employee morale, engagement, and retention.

Identify a specific project you managed—such as onboarding or performance reviews—and detail the steps you took to ensure its success. Discuss the challenges faced, your approach to overcoming them, and the outcomes achieved.

Discuss your methods for staying current with changes in employment laws, such as attending workshops, networking with legal professionals, or subscribing to relevant publications. Highlight your commitment to compliance and employee advocacy.

Mention key metrics like employee engagement scores, turnover rates, or performance review outcomes, and explain how you propose to collect, analyze, and act on these metrics to improve overall organizational health.

Describe your approach to conflict resolution, stressing the importance of active listening and empathy. Provide examples of past conflicts you mediated and the strategies you used to achieve a positive resolution.

Share your beliefs regarding the importance of nurturing talent within the organization. Discuss any programs or practices you've implemented that promote employee growth, such as mentorship or training initiatives.

Provide specific examples where your initiatives led to increased employee engagement. Discuss surveys, feedback processes, or engagement initiatives you championed and highlight the positive impact observed.

Explain your communication style, noting whether it skews toward directness or is more facilitative. Emphasize the importance of clarity and transparency in your communication, especially when relating sensitive information or changes.