Director, Human Resources Business Partner

Benefits: ABM offers a comprehensive benefits package.  For information about ABM’s benefits, visit ABM Employee Benefits | Staff & Management

The Director, Human Resources Business Partner serves as the strategic people advisor to ABM's Manufacturing & Distribution Industry Group, partnering with senior operational leaders to improve business performance through leadership effectiveness, workforce strategy, and data-driven decision making.

Supporting the organization's largest operational businesses, this role combines executive consulting, workforce analytics, and strategic HR leadership to strengthen organizational performance, improve workforce stability, and drive operational excellence. Leveraging workforce data, business insights, and HR expertise, the Director identifies trends, anticipates organizational risks, and develops practical solutions that improve retention, productivity, leadership capability, and employee engagement.

The successful candidate is a trusted advisor who balances strategic thinking with operational execution and influences business decisions by connecting people strategy to operational and financial outcomes.

Qualifications:

Minimum Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related field. 
• Minimum of 10 years of progressive Human Resources experience, including experience as a strategic HR Business Partner supporting large, geographically dispersed operational organizations within an HR COE/shared services model. 
• Demonstrated experience partnering with executive and senior operational leaders to drive organizational effectiveness, workforce planning, talent strategy, and business performance. 
• Experience balancing tactical HR execution with business process improvement, identifying patterns and strengthening operating practices that enable scalable support.
• Proven success leading organizational change, restructuring, acquisitions, or business transformation initiatives. 
• Strong business acumen with the ability to connect people strategy to operational and financial outcomes. 
• Advanced analytical skills, including proficiency in Microsoft Excel and experience leveraging workforce data and insights to influence business decisions. 
• Exceptional executive coaching, consultation, communication, and influencing skills. 
• Ability to manage multiple priorities in a fast-paced, matrixed environment.

Preferred Qualifications

• Experience supporting manufacturing, distribution, facilities services, logistics, or other operationally intensive organizations. 
• Experience supporting workforces of several thousand employees across multiple geographic regions. 
• Demonstrated track record of building trusted partnerships with senior operational leaders and developing high-performing leadership teams. 

Success in This Role

• Acts as a trusted strategic advisor to business leaders.
• Uses workforce analytics to proactively identify opportunities and mitigate risks.
• Improves leadership effectiveness, workforce stability, and retention.
• Influences business decisions with data-driven recommendations.
• Delivers people strategies that strengthen operational performance and business results.

Responsibilities:

Strategic Business Partnership

• Partner with the Vice President, HR Business Partner and Manufacturing & Distribution leadership to execute people strategies aligned with business priorities.
• Serve as a trusted advisor and executive coach to operational leaders, improving leadership effectiveness and organizational performance.
• Influence business decisions through strategic consultation, workforce insights, and practical HR solutions.

Workforce Analytics & Business Insights

• Analyze workforce, operational, financial, and talent data to identify trends, risks, and opportunities.
• Develop executive-ready dashboards, reports, and presentations using advanced Excel and HR reporting tools.
• Translate complex workforce data into actionable recommendations that improve retention, productivity, leadership capability, and organizational health.
• Partner with HR Centers of Excellence to establish meaningful workforce metrics and measure the impact of strategic initiatives.

Leadership & Workforce Strategy

• Lead workforce planning efforts aligned with current and future business needs.
• Facilitate talent reviews, succession planning, and leadership development planning for key roles.
• Partner with Talent Acquisition, Learning & Development, Compensation, and Employee Relations to deliver integrated people solutions.

Operational Excellence & Change Leadership

• Lead and support organizational change initiatives, restructures, and business transformation efforts.
• Champion continuous improvement through best practices, process optimization, and data-driven decision making.
• Promote a high-performance, inclusive culture that enables operational excellence and business growth.
• Operate as both a strategic advisor and hands-on execution leader, shifting from day-to-day HR partnership to improving the people, process, and operating practices that enable stronger business outcomes.