Executive Director, HR

2 weeks ago

Arlington, United States Politico Full time

POLITICO is seeking an Executive Director, HR to lead the HR Business Partner function within North America. The role is a key leadership position within our global organization, responsible for overseeing the Human Resource Business Partner (HRBP) team in North America and driving talent strategies to support our mission and business goals. This role requires a seasoned HR professional who has extensive experience driving HR strategy in partnership with the c-suite. Reporting to the Global Chief Human Resources Officer, the role will collaborate closely with senior leadership and play an integral role in shaping our global workforce, fostering a positive and inclusive work environment, and ensuring the organization's continued success.

What You'll Do:

  • Partner with the c-suite to identify current and future people needs and develop workforce plans accordingly
  • Further enhance POLITICO's global people strategy and how it aligns with our strategic goals
  • Actively collaborate with European counterparts on HR organizational change initiatives
  • Handle complex employee relations issues, investigations, and grievances in a fair and impartial manner
  • Provide employee and labor relations support, counseling employees and managers on ways to improve performance and collaboration
  • Ensure compliance with mandated trainings and reporting efforts across the North American business entity
  • Monitor key HR metrics and provide regular reports to senior leadership to help inform decision-making
  • Serve on the senior HR leadership team, partnering closely with other members of the Sr. HRLT to ensure excellence in all aspects of strategy and execution
  • Lead, mentor and develop a team of HRBPs and HR Coordinators, providing guidance and support in their day-to-day activities across the employee life cycle, beginning with our onboarding and orientation programs through offboarding
  • Lead efforts across business units as it relates to employee engagement and action planning
  • Participate in the execution of Labor Relations strategies and the resolution of Labor Relations issues in a Unionized environment
What You'll Need:
  • 12+ years of rigorous HRBP experience, with a minimum of 5 years in a leadership role
  • Proven experience working with unionized employees, including labor negotiations and contract administration
  • Strong understanding of employment laws, regulations, and HR practices
  • Excellent interpersonal, communication and conflict resolution skills
  • Exceptional leadership and team management abilities
  • Analytical mindset with the ability to use data to drive HR decisions
  • Highly ethical and able to handle sensitive and confidential information with discretion
  • Demonstrated ability to work effectively in a fast-paced and hybrid environment


We are driven by our values. We are relentless contributors, disruptors of the status quo, collaborators, talent cultivators and DEI stewards. Our culture is defined by grit, total integrity and a prioritization on innovation.

We value our people. We offer a competitive compensation and comprehensive benefits package, including health and wellness benefits, commuter and cell phone reimbursements, retirement plans, as well as work-life balance flexibility and opportunities for career development. Click here for more on what we offer and what it's like to work for POLITICO.

Let's keep in touch. Follow us on Instagram and Twitter at @politicocareers and #meetPOLITICO for a deep dive into what makes us POLITICOs and our adventures. We'd love to hear from you Want to join POLITICO but don't see a job suited to you? Sign up to be a part of our Talent Network to be alerted of future opportunities.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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