The Senior Director, HR Business Partners is a senior People + Culture leader responsible for setting the strategic direction, operating model, and long-term evolution of Aprio’s HR Business Partner (HR BP) function. This role plays a critical enterprise leadership role—shaping how people strategy enables business performance across the firm.
This leader will define and drive a roadmap that transforms the HR BP team into a highly strategic, insight-driven partner to the business, while also personally serving as an HR Business Partner to a designated population. Success in this role requires strong business acumen, systems-level thinking, and the ability to translate strategy into scalable capabilities through others.
Responsibilities: Strategic Leadership & HRBP Transformation
- Set the vision and strategic roadmap for the HR Business Partner function, aligned to Aprio’s business strategy, growth plans, and People + Culture priorities.
- Lead the evolution of the HR BP operating model, clarifying the shift to strategic, judgment-heavy business partnership.
- Translate future-state HR BP capabilities into clear expectations, success measures, and development priorities for the team.
Responsibilities: HR Business Partner Team Leadership
- Lead, coach, and develop the HR Business Partner team, with a strong focus on capability building, talent assessment, and succession planning.
- Assess current HR BP talent and identify strengths, gaps, and targeted development actions to support the future-state model.
- Establish a culture of accountability, continuous improvement, and strategic impact across the HR BP team.
- Act as a thought partner and coach to HR Business Partners on complex people decisions, organizational challenges, and leader dynamics.
Responsibilities: Strategic HR Business Partnership
- Serve as the HR Business Partner for a defined client population, partnering with senior leaders to align people strategy with business outcomes.
- Advise leaders on organization design, workforce planning, leadership effectiveness, and change management.
- Use business context, workforce insights, and data to inform recommendations and drive sound people decisions.
- Ensure consistent, principled application of people processes while exercising sound judgment in complex situations.
Responsibilities: Talent Management & Continuous Improvement
- Own the strategic evolution and continuous improvement of core talent management processes, including performance management, talent assessment, succession planning, promotions, and workforce planning.
- Evaluate the effectiveness of talent processes using data, leader feedback, and team member experience to drive simplification, clarity, and impact.
- Partner across People + Culture to design scalable, business-aligned talent processes that enable strong decision-making and leader accountability.
- Ensure HR Business Partners are equipped to move beyond process administration to strategic talent advising.
Qualifications, Key Capabilities & Characteristics:
- Significant experience in HR Business Partner or People leadership roles within complex, growth-oriented organizations.
- Demonstrated success leading and evolving HR or People teams through periods of change.
- Strong business acumen and executive-level communication and influencing skills.
- Strategic, enterprise-minded leader with the ability to translate vision into actionable roadmaps and measurable outcomes.
- Deep understanding of how businesses operate, including financial, operational, and growth dynamics.
- Proven ability to assess and develop talent, build leadership capability, and lead teams through transformation.
- Strong expertise across people and talent processes, with a focus on continuous improvement and scalability.
- Highly collaborative leader who builds trust and influence across People + Culture and the broader Aprio organization.
Skills Required
- Significant experience in HR Business Partner or People leadership roles
- Demonstrated success leading and evolving HR or People teams
- Strong business acumen and executive-level communication and influencing skills
- Strategic, enterprise-minded leader
- Strong expertise across people and talent processes
Aprio Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Aprio and has not been reviewed or approved by Aprio.
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Fair & Transparent Compensation — Pay is generally positioned as competitive and fairly paid across many roles, with clearer benchmarking helped by public job-posted ranges and compensation aggregators.
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Healthcare Strength — Health, dental, and vision coverage is positioned as comprehensive and available from day one for full-time hires, which is stronger than the more typical waiting-period approach.
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Retirement Support — Retirement offerings include a 401(k) with profit sharing and access to FSA/Dependent Care accounts, which can improve total rewards when firm performance supports contributions.
Aprio Insights
What We Do
Aprio is a premier CPA and business advisory firm that advises clients and associates on how to achieve what’s next. Aprio’s associates work as integrated teams across advisory, assurance, tax, outsourcing, staffing and private client services, bringing the best thinking and personal commitment to each client. Across practices, Aprio brings together proven expertise, deep understanding and strategic foresight for industries including Manufacturing and Distribution; Non-Profit and Education; Professional Services; Real Estate and Construction; Retail, Franchise and Hospitality; and Technology and Blockchain. Headquartered in Atlanta, Georgia, Aprio has grown to over 1,000+ team members. To serve clients wherever life or business may take them, Aprio’s teams speak more than 30 languages and work with clients in over 50 countries.
