The Senior Director, HR Business Partner serves as a strategic advisor to Staples Supply Chain leadership and other assigned business units. This role translates enterprise HR strategy into business-specific talent priorities, partners across HR Centers of Excellence, and uses data, technology, and strong business acumen to deliver scalable people solutions. The Senior Director will lead HRBP support at scale, coach leaders through complex organizational needs, and help define the future of strategic HR partnership at Staples.

What You’ll Do

Strategic HR Partnership

• Partner with senior leaders and the VP of Human Resources to align people strategies with business priorities, workforce needs, and operational goals.
• Lead and develop the HRBP team while serving as a strategic connector between business leaders and HR COEs.

Talent, Workforce Planning & Leadership Development

• Partner across Talent Management, Talent Acquisition, and People Analytics to strengthen workforce planning, succession, mobility, and retention.
• Use workforce insights and business trends to identify talent risks and support leadership development and upskilling priorities.

Organizational Effectiveness & Change

• Lead HR support for organizational change, including restructuring, operating model evolution, and process transformation.
• Advise leaders on organizational design, workforce implications, and change plans that improve adoption and engagement.

Performance, Culture & Associate Experience

• Partner with Talent Management and Total Rewards to strengthen performance management, leadership accountability, and rewards alignment.
• Use engagement data and leader insights to improve culture, inclusion, associate experience, and retention.

Compliance, Governance & Technology Enablement

• Partner with HR Operations, Legal, and COEs to support compliant, consistent, and ethical HR programs and practices.
• Leverage HR technology, AI-enabled tools, and analytics to improve HR delivery, business forums, and workforce productivity.

What You Bring to the Table

• Enterprise mindset: Strong business judgment with the ability to balance function-specific needs and broader Staples priorities.
• Influential leadership: Trusted advisor who can coach senior leaders, build alignment, and lead teams through ambiguity.
• Strategic execution: Ability to translate strategy into clear priorities, measurable actions, and sustainable results.
• Data-driven problem solving: Comfort using insights, analytics, and technology to anticipate needs and improve outcomes.
• Collaborative style: Strong communicator who builds productive relationships across business leaders, COEs, and HR partners.

Basic Qualifications:

• 12+ years of progressive Human Resources experience, including strategic HR business partnership.
• 5+ years of people leadership experience, including leading and developing HR talent.
• Demonstrated success creating and executing HR strategies that align with business objectives.
• Experience leading complex HR initiatives, transformation efforts, or large-scale organizational change.
• Strong analytical capability with the ability to translate workforce data into actionable business insights.
• Strong understanding of employment law, regulatory compliance, and HR governance.
• Ability to travel up to 30%.

Preferred Qualifications

• Master’s degree in Human Resources, Business Administration, or a related field.
• Experience supporting Supply Chain, Retail Stores, hourly populations, or similarly complex distributed workforces.
• Experience working in a large, matrixed organization with HR Centers of Excellence.
• Track record using technology, AI-enabled tools, or automation to improve HR programs and processes.
• Experience with workforce planning, HR transformation, and program management.

Staples is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, age, national origin, protected veteran status, disability, or any other basis protected by federal, state, or local law

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.