Director, Talent Business Partner
College Board - Talent
Location: This is a fully remote role. Candidates who live near CB offices have the option of being fully remote or hybrid (Tuesday and Wednesday in office).
Role Type: This is a full-time position
About the Team
At College Board, the Talent team is the engine behind our people, who in turn power our mission to positively impact millions of students worldwide. We are a dynamic, close-knit group, as passionate about supporting our ~2,000 employees as we are about shaping the future of education.
Our impact as a mission-driven organization is clear, yet in a rapidly changing world the challenges ahead are more complex than ever. That is why our work in Talent matters. We are not just supporting employees; we are empowering them to rise to these challenges and do the most meaningful, high-impact work of their careers.
Guided by a clear philosophy, we focus on the end user, use data to solve problems, innovate boldly, and communicate directly and honestly while having fun along the way. Our aim is to build high-performing teams, foster strong and accountable leadership, and create the conditions for every employee to thrive. Together, we help every employee do what matters most with clarity, consistency, and purpose.
About the Opportunity
As a Director, Talent Business Partner (TBP), you are a trusted coach and advisor to managers and employees. You bring deep expertise in employee relations, manager development, and organizational health. You balance proactive coaching with timely, effective issue resolution. Your role is to help leaders build strong, high-performing teams by addressing performance challenges, reinforcing accountability, and cultivating inclusive, thriving cultures.
You will report into the Senior Vice President, Global Strategy and Talent and work closely with the Talent Business Partner team and colleagues across Talent Enablement, Talent Acquisition, Legal, and Talent Operations.
In this role, you will:
Drive Employee Relations & Risk Mitigation (30%)
Support complex employee relations issues, including performance, conduct, and conflict resolution
Proactively address issues with managers before escalation
Conduct effective, thorough, and objective investigations where required
Provide guidance on disciplinary actions and ensure consistent application of organizational policies
Strengthen Manager Capability & Coaching (30%)
Coach managers on building high-performing teams, setting clear expectations, and delivering feedback
Train and support managers to have effective performance and development conversations
Provide just-in-time coaching tools and resources, drawing from Talent Enablement and L&D offerings
Help leaders build inclusive team cultures that support engagement and retention
Support Performance & Development Systems (20%)
Partner with managers to identify struggling performers, set clear improvement plans, and hold staff accountable
Provide feedback and support on employee goals
Help managers recognize and develop top talent, identifying career growth pathways
Contribute to onboarding and offboarding processes to capture learnings and improve employee experience
Collaborate on Organizational Health & Talent Initiatives (15%)
Analyze team-level data (e.g., Gallup, attrition, performance trends) to surface insights and partner with managers on action planning
Reinforce consistent application of HR and Talent policies and practices across teams
Support divisional engagement and inclusion efforts in partnership with Talent Enablement team.
Partner with Senior Directors on change management and org design projects as needed
Lead Special Projects & Contribute to Talent Excellence (5%)
Participate in cross-functional projects to improve processes, tools, or manager resources
Serve as a thought partner to Senior Directors, surfacing patterns from employee relations cases to inform enterprise-level improvements
About You
At least 7–8 years of progressive HR/Talent experience, with at least 4+ years in employee relations, talent business partner, or people leadership coaching
SHRM-CP or PHR certification (preferred; SHRM-SCP/SPHR a plus but not required).
A strong mission orientation and dedication to building equitable, high-performing teams that deliver meaningful impact
A trusted advisor with experience guiding managers through complex employee relations, performance, and coaching situations
Skilled in investigations, conflict resolution, and policy application, with sound judgment and discretion when handling sensitive matters
A natural coach and communicator who can both listen deeply and deliver clear, actionable feedback to managers and employees
Known for building collaborative, trusting relationships and influencing managers toward stronger performance and accountability
Strong critical thinking skills: able to quickly identify root causes, craft practical solutions, and follow issues through to resolution
Organized and detail-oriented, with proven ability to balance multiple cases and coaching engagements simultaneously
Comfortable working in a matrixed HR environment, partnering effectively with Legal, Talent Enablement, Talent Operations, and DEIB teams
Experience using Workday or other HRIS systems is preferred
All roles at College Board require:
A passion for expanding educational and career opportunities and mission-driven work
Curiosity and enthusiasm for emerging technologies, with a willingness to experiment with and adopt new AI-driven solutions and comfort with learning and applying new digital tools independently and proactively.
Clear and concise communication skills, written and verbal
A learner's mindset and a commitment to growth: welcoming diverse perspectives, giving and receiving timely, respectful feedback, and continuously improving through iterative learning and user input.
A drive for impact and excellence: solving complex problems, making data-informed decisions, prioritizing what matters most, and continuously improving through learning, user input, and external benchmarking.
A collaborative and empathetic approach: working across differences, fostering trust, and contributing to a culture of shared success
About Our Process
Application review will begin immediately and will continue until the position is filled. This role is expected to accept applications for a minimum of 5 business days.
While the hiring process may vary, it generally includes: resume and application submission, recruiter phone/video screen, hiring manager interview, performance exercise such as live coding, a panel interview, a conversation with leadership and reference checks.
What We Offer
At College Board, we offer more than a paycheck- we provide a meaningful career, a supportive team, and a comprehensive package designed to help you thrive. We’re a self-sustaining nonprofit that believes in fair and competitive compensation grounded in your qualifications, experience, impact, and the market.
A Thoughtful Approach to Compensation
The hiring range for this role is $80,000–$130,000.
Your exact salary will depend on your location, experience, and how your background compares to others in similar roles at the College Board.
We aim to make our best offer upfront, rooted in fairness, transparency, and market data.
We adjust salaries by location to ensure fairness, no matter where you live.
You’ll have open, transparent conversations about compensation, benefits, and what it’s like to work at College Board throughout your hiring process. Check out our careers page for more.
Top Skills
What We Do
College Board is a not-for-profit organization that clears a path for all students to own their future through the Advanced Placement Program, the SAT, Official SAT Practice on Khan Academy, BigFuture, and more. For more information, go to collegeboard.org
