Senior Director, HR Business Partners

SimplePractice provides software and tools that help health and wellness clinicians manage private practices and improve access to quality care. The Senior Director of HR Business Partners will lead the HRBP function, partner with executive leaders on organizational design, workforce planning, talent, AI-enabled transformation, and change management, and lead a team of HRBPs.

Responsibilities:

• Direct business partnership. Translate evolving business priorities into future-ready people strategies. Partner with ELT and their leadership teams on org design, workforce planning, talent, and change management before decisions get made. Serve as a trusted advisor on organizational effectiveness and leadership team dynamics as the business scales
• HRBP model and practice standards. Lead and evolve the HRBP model, ensuring alignment to business strategy, growth priorities, and organizational maturity. Define what great partnership looks like across org design, talent reviews, workforce planning, and COE collaboration. Build it into a repeatable, impact-driven model
• AI-enabled org transformation. Partner with the CPO to shape the people strategy for SP's AI transformation and own how it lands across your business groups. Work with business leaders to diagnose which roles, team structures, and capabilities need to evolve as AI shifts how work gets done. Help leaders design orgs for AI-native ways of working and manage the change with their teams. Assess AI fluency as a leadership capability in talent reviews
• Workforce planning. Build multi-quarter workforce plans connected to business outcomes. Define capability gaps, including AI fluency gaps, and build the plan to close them across build, buy, and borrow options. Use data, analytics, and AI-driven insights to anticipate gaps before they become problems
• Talent and succession. Run rigorous talent reviews that produce real outcomes: clear successors, honest calibrations, paths for high-potentials, and decisive action where the bar is not being met. Own ELT and XLT bench-building
• Performance and rewards cycles. Partner with Total Rewards and Talent through compensation and performance cycles in a way that protects equity, rewards performance, and gives managers the language to have hard conversations
• HRBP team leadership. Lead, coach, and develop the HRBP team. Set the standard, hold the team accountable for delivering at that level, and build consulting, influence, and business acumen capabilities across the function

Requirements:

• 12+ years in HR, with at least 5 years as a senior HRBP or HR leader supporting ELT-level executives in a high-growth SaaS or tech company
• A track record of org design and change management work at the ELT-1 level that shaped measurable business outcomes
• Direct experience partnering with business leaders through AI-driven org transformation, including workforce redesign, role evolution, and change management as AI shifts how work gets done
• Demonstrated ability to assess AI fluency as a leadership and team capability and build it into talent reviews, succession planning, and development plans
• Experience leading or developing a team of HRBPs, including performance development of HRBP talent
• Experience navigating matrixed, fast-moving environments where the playbook hasn't been written yet
• BA/BS in Human Resources, Business, Organizational Development, Psychology, or a related field. Equivalent experience considered
• You read a P&L, understand how SP makes money, and connect people recommendations to business outcomes. Leaders trust your input because it's grounded in their world
• You push back on ELT members when warranted, deliver hard truths with care, and earn the right to be in the room before decisions get made
• You identify the real problem behind the presenting problem and say so directly
• You make the HRBPs around you better. You build team capability, not just individual heroics
• You understand how AI is reshaping org design, job architecture, and the nature of work in a SaaS business. You can hold a substantive conversation with Engineering and Product leaders about what AI transformation means for their teams and you stay ahead of it
• You use workforce data and people analytics to sharpen your point of view, spot patterns leaders are missing, and challenge your own assumptions
• PE-backed experience a plus