Job Description
The Director, HR Business Partner is the primary HR partner for assigned client groups, supporting employees below the Vice President level. Working closely with people leaders, the Director turns business priorities into practical people strategies and provides guidance on employee relations, performance management, workforce planning, organizational effectiveness, talent development, compensation, and change.
This role pairs strategic partnership with hands-on execution in a lean HR function. The Director independently manages complex matters, identifies emerging workforce trends, and builds trust through accessibility, responsiveness, and fair, consistent application of company practices.
KEY RESPONSIBILITIES
HR Business Partnership and Organizational Effectiveness
- Build trusted relationships with leaders and employees, and develop a working understanding of each client group’s business priorities, operating challenges, and talent needs.
- Advise leaders on organizational design, workforce planning, headcount, role clarity, team effectiveness, succession, and change readiness.
- Coach leaders on performance expectations, feedback, team dynamics, and decision-making.
- Partner with leaders on reorganizations, leadership transitions, policy updates, and other workforce actions, including communications, implementation plans, manager guidance, and employee support.
- Bring employee and leader perspectives into business discussions, and help leaders interpret engagement feedback and prioritize action.
- Coordinate with Talent Acquisition, Learning and Development, Compensation, Benefits, HRIS, Legal, and other partners to deliver integrated HR support.
Employee Relations and Risk Management
- Independently manage employee relations matters from intake through resolution, including assessment, investigations, findings, and recommended actions, remaining impartial throughout.
- Partner with HR leadership and Legal on high-risk, sensitive, or precedent-setting matters, and escalate appropriately.
- Guide leaders through performance concerns, corrective action, performance improvement plans, attendance issues, accommodations, and separations, ensuring decisions are supported and documented.
- Help leaders weigh the broader organizational, cultural, and legal risk of a proposed action alongside the immediate issue.
- Apply HR policies and employment standards consistently, and flag gaps, exceptions, and emerging risks with recommended actions.
- Prepare and review case notes, investigation materials, corrective action notices, separation materials, and other sensitive employee documents.
Talent and Workforce Processes
- Partner with Talent Acquisition and hiring leaders on workforce need, role scoping, job level, selection strategy, and offer alignment.
- Facilitate performance review, goal-setting, calibration, compensation, promotion, and succession processes, guiding leaders toward consistent, well-supported talent decisions.
- Promote internal mobility and career growth by helping leaders and employees clarify role expectations, levels, and growth paths.
- Support onboarding and early-tenure success through manager guidance, employee check-ins, and prompt resolution of integration concerns.
- Work with Learning and Development to identify capability gaps and manager training needs.
Operational Execution and Analytics
- Ensure employee lifecycle changes (hires, transfers, promotions, manager changes, reorganizations, leaves, and exits) are accurately documented and completed with HR Operations and HRIS.
- Prepare or oversee employee letters, agreements, job requisitions, position updates, and separation documents for assigned client groups.
- Partner with HRIS and HR Operations on data integrity, position management, reporting, and audits.
- Use headcount, turnover, employee relations, engagement, and performance data to identify trends, anticipate workforce implications, and recommend targeted interventions.
- Maintain case and compliance documentation in accordance with internal policies, controls, and confidentiality requirements.
- Identify opportunities to simplify HR workflows, document standard operating procedures, and improve templates, tools, and service delivery.
REQUIRED QUALIFICATIONS
- Bachelor’s degree or an equivalent combination of education and relevant experience.
- Eight or more years of progressive human resources experience, including substantial HR business partner experience supporting leaders and a broad employee population.
- Demonstrated experience independently managing complex employee relations, workplace investigations, performance management, corrective action, and separations.
- Experience partnering on organizational design, workforce planning, talent reviews, and change management, with the business acumen to connect workforce decisions to operational goals.
- Working knowledge of employment practices and HR compliance requirements, with sound judgment on when to involve HR leadership, Legal, or other specialists.
- Ability to balance strategic advisory work with high-volume operational execution and follow-through in a lean, fast-paced environment.
- Strong judgment, discretion, and confidence handling sensitive and confidential matters.
- Strong coaching and communication skills, with the ability to influence and collaborate with employees, managers, and senior leaders across functions and locations.
- Ability to use quantitative and qualitative information to identify trends, frame recommendations, and influence decisions.
COMPENSATION & BENEFITS
- Estimated Starting Range: $120,000 to $160,000 per year
- Note: The salary range listed above is specific to the locale for our Greenwood Village, CO office.
- The posted salary range represents the good-faith estimate of what STARZ reasonably expects to pay for this position at the time of initial hire. Individual compensation decisions are based on a variety of job-related, non-discriminatory factors, including but not limited to the candidate’s relevant experience, specialized skills, qualifications, education, and specific office location.
- Total Rewards Package: In addition to base salary, full-time employees are eligible for a comprehensive benefits package including medical, dental, and vision insurance, and a 401(k) retirement plan with company match. Our time-off program includes ~20 paid company holidays annually, accrued vacation time (with accrual rates scaling and capped based on tenure), 80 hours of front-loaded sick leave each year, and 5 days of front-loaded wellness leave each year. This position is also eligible for a discretionary annual bonus with a target percentage determined by role level; actual payout is not guaranteed and remains dependent upon individual performance, company performance, and leadership approval.
APPLICATION DEADLINE
Applications will be accepted on a rolling basis. The company expects this hiring window to remain open at least until January 4, 2027 but reserves the right to close the posting sooner if a high volume of qualified applications are received.
About STARZ
STARZ (NASDAQ: STRZ) is the leading premium entertainment destination for women and underrepresented audiences, and home to some of the most popular franchises and series on television. STARZ offers a robust programming mix for discerning adult audiences, including boundary-breaking originals and an expansive lineup of blockbuster movies, and is embodied by its brand positioning “We’re All Adults Here.” Complementary to any platform or service, STARZ is available across a wide range of digital OTT platforms and multichannel video distributors and is a bundling partner of choice. STARZ is powered by an industry-leading advanced technology, data analytics and digital infrastructure and the highly rated and first-of-its-kind STARZ app.
Our Benefits
Full Coverage – Medical, Vision, and Dental
Annual discretionary bonus and merit increase
Work/Life Balance – generous sick days, vacation days, holidays, and wellness days
401(k) company matching
Tuition Reimbursement (up to graduate degree)
EEO Statement
Starz is an equal employment opportunity employer. All employees and applicants are evaluated on the basis of their qualifications, consistent with applicable state and federal laws. In addition, Starz will provide reasonable accommodations for qualified individuals with disabilities. Starz will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of applicable state and federal law.
