Position Summary:
Direct Supply is building the future of healthcare technology with industry-leading products, solutions and platforms to help improve the lives of millions of seniors and those who care for them.
In the Senior HR Business Partner position, you'll serve as a strategic leader and thought partner to executive stakeholders, designing and executing bold talent strategies that fuel innovation, build organizational agility, and shape a high-performing, future-ready workforce. You’ll play a pivotal role in transforming how work gets done across a fast-evolving, tech-enabled business. This role reports to our Lead HR Business Partner working closely with SVP, HR and business leaders.
Skills Needed:
Leverages AI and Business Insight – Leads with an AI-First mindset infusing technology into customer solutions and workflows. Harnesses the power of AI and data to cut through noise and inform decisions. Blends business savvy, financial acumen, industry knowledge, and tech expertise to set priorities.
Demonstrates Influence & Organizational Savvy – Wields influence with a masterful understanding of organizational dynamics, effortlessly navigating the complexities to shape outcomes and drive strategic alliances.
Fosters Inclusion & Diversity and Wellbeing – Cultivates a vibrant culture where inclusion, diversity, and wellbeing are the bedrock, empowering everyone to thrive, be their authentic selves, and enrich innovation with their unique contributions.
Drives Accountability & Results – Sets clear goals and ensures team members deliver top-notch results. Uses data and tech to boost accountability, pushing everyone to excel individually and as a team.
Proven track record of enterprise-level talent strategy leadership in dynamic, rapidly evolving environments.
Exceptional ability to lead complex org design and workforce planning initiatives with long-term impact.
What You’ll Do and Impact:
Serve as a trusted, strategic advisor to business leaders at all levels, translating business and cultural transformation goals into bold, actionable talent strategies
Design and implement agile organizational structures, including hybrid, flat, and cross-functional team models, to drive scalability and adaptability
Engage in our Solution Group Senior Leadership Team meetings and translate business needs into HR plans and actions
Lead enterprise talent processes including performance management, succession, engagement, workforce planning, and organizational design in close partnership with the Talent Team
Facilitate talent reviews and Partner development conversations, helping leaders align talent strategies with innovation, growth, and changing work demands
Own key people and business metrics - using AI-powered analytics to monitor trends, drive insights, and continuously evolve talent strategies
Partner with Talent Acquisition to shape workforce planning and recruiting strategies that build strong pipelines aligned to future skills and growth needs
Collaborate with Partner Rewards to align compensation and benefits strategies with talent insights that foster wellbeing, engagement, and retention
Champion enterprise-level initiatives that evolve how we work - building leadership capability, advancing culture, and integrating emerging technologies across the Partner experience
Lead cross-functional HR initiatives, mentor HR Partners, and drive process improvement in collaboration with HR Operations to elevate the overall Partner experience
Experience:
Bachelor's degree in Human Resources, or related field
8+ years of progressive HR leadership experience with 5+ years advising executive stakeholders
Proven success leading enterprise-wide talent initiatives in high-growth or tech-enabled businesses
Strong background in workforce analytics, succession planning, and organizational transformation
Additional Items of Interest:
Master’s Degree in Business or executive education sessions
HR Certifications
Experience with Workday or other large HR system
Job to be performed in the location listed. Generous benefit package available.
Direct Supply, Inc. and its U.S. subsidiaries are equal opportunity and affirmative action employers committed to diverse workforces.
© 2013 to 2026 Direct Supply, Inc. All rights reserved.
Skills Required
- Bachelor's degree in Human Resources or related field
- 8+ years of progressive HR leadership experience
- 5+ years advising executive stakeholders
- Experience leading enterprise-wide talent initiatives in high-growth or tech-enabled businesses
- Strong background in workforce analytics, succession planning, and organizational transformation
- Master's Degree in Business or HR certifications
- Experience with Workday or other large HR system
Direct Supply Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Direct Supply and has not been reviewed or approved by Direct Supply.
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Retirement Support — Retirement savings are emphasized through a 401(k) with company match and stock contributions, alongside an employee‑owner model. Feedback suggests these features are a standout part of the total rewards package.
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Strong & Reliable Incentives — Incentives such as annual profit sharing and bonuses are consistently highlighted as meaningful components of pay. Feedback suggests these payouts complement base salary and contribute materially to total compensation.
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Wellbeing & Lifestyle Benefits — Wellbeing resources include a full on‑site wellness center with gym, classes, and recreational courts, plus a dog‑friendly campus and on‑site café. Flexible work options and everyday perks like complimentary beverages and membership reimbursements add tangible lifestyle value.
Direct Supply Insights
What We Do
For 35 years, Direct Supply has been dedicated to delivering innovative solutions to the toughest challenges facing the Senior Living industry. Now more than ever, we’re inspired by our customers’ commitment to serving America’s seniors during COVID-19 and beyond. From creating safe, desirable spaces and boosting operational efficiency, to helping our customers improve care outcomes and easily procure the right products at the best value – we’re constantly expanding our offering and developing new technologies to meet the complex and evolving demands of Senior Living.
