DEPT® Director, People Business Partner

The Director, People Business Partner at DEPT® is a crucial role that involves partnering with senior leadership to develop comprehensive people strategies that align with business goals. Responsibilities include overseeing full-cycle HR processes, enhancing talent development initiatives, driving employee engagement programs, and ensuring a positive workplace culture. This role also requires leadership in performance management, organizational design, and employee retention strategies.

To be a strong candidate for the Director, People Business Partner position at DEPT®, you should have over 10 years of experience in HR, people operations, or organizational development, particularly within fast-paced environments like agencies. A proven track record in full-cycle HR management, strong organizational design skills, and excellent interpersonal abilities are essential. Additionally, an ability to navigate dynamic work environments and provide strategic insights is key.

In the role of Director, People Business Partner at DEPT®, supporting employee engagement is a top priority. The position is designed to develop and implement strategies that foster a collaborative and inclusive work environment. You will work closely with leadership to address employee concerns, enhance recognition programs, and ensure employees feel valued and supported in their career progression.

At DEPT®, the Director, People Business Partner can expect a collaborative, open-door working environment that values innovation and creativity. The hybrid work model allows for flexibility while encouraging in-person collaboration three days a week. With a diverse and inclusive culture, DEPT® promotes a workplace where every team member can thrive and contribute to purposeful work.

DEPT® offers an attractive benefits package for the Director, People Business Partner role, including comprehensive healthcare, dental, and vision coverage, a 401k plan with matching, generous PTO, and paid company holidays. Additionally, DEPT® emphasizes personal growth and development, making it a rewarding place to work.

In the Director, People Business Partner role, discussing your experience with performance management is crucial. Highlight specific processes you’ve implemented or improved, how you ensured alignment with business priorities, and examples of candid conversations regarding career development you've facilitated to help organizations thrive.

When answering this question, share strategies you've used to create effective Learning & Development programs. Emphasize your ability to assess team needs quickly, develop tailored training initiatives, and implement feedback loops to ensure ongoing improvement and engagement among employees.

Discuss specific programs or initiatives you've led that fostered employee engagement. Point out how you measured success, addressed feedback, and collaborated with leadership to reinforce a positive workplace culture. Be prepared to share tangible outcomes that demonstrate your impact.

Share a situation where you successfully navigated an employee relations issue, emphasizing your approach to communication, conflict resolution, and maintaining a respectful atmosphere. Highlight your commitment to fostering a trusting environment and any positive results that ensued.

In your response, articulate your understanding of the business's goals and how HR initiatives can support them. Discuss your experience in developing comprehensive strategies that ensure talent initiatives are directly linked to organizational success, and include examples from past roles.

Explain your perspective on organizational design and its importance in creating clear roles and structures. Discuss how you assess and improve organizational effectiveness to support business growth and agility, using past experiences to illustrate your points.

When discussing a change management initiative, describe the context, your role, and the strategies you employed to guide the organization through transitions. Highlight communication protocols, stakeholder engagement, and the outcomes of the change to showcase your effectiveness in leadership.

Clarify the metrics and KPIs you utilize to assess talent acquisition success, including time-to-fill, quality of hires, and retention rates. Talk about how you adapt strategies based on measurement outcomes and ensure alignment with organizational needs.

To portray your approach to fostering high performance, discuss initiatives you've implemented to set clear expectations, provide regular feedback, and recognize achievements. Emphasize the importance of creating a supportive environment where employees feel empowered to excel.

It's important to talk about anticipated challenges such as balancing competing priorities, ensuring alignment between HR and business strategies, and effectively driving change. Discuss your strategies for navigating these challenges and remaining adaptable to evolving organizational needs.