Director, HR Business Partnering

About Great Minds

Great Minds is a high‑growth, mission‑driven organization founded by educators in 2007. As a for‑profit, Public Benefit Corporation, we believe all students deserve access to meaningful, challenging content—and all teachers deserve tools that are intuitive, effective, and built for the realities of today’s classrooms. We develop high‑quality, knowledge‑rich math, science and ELA curricula grounded in research and designed in collaboration with educators.

We are committed to usability, coherence, and practical implementation—supporting teachers not just through curriculum, but with professional learning, purposeful technology, and responsive service that enable strong adoption and impact.

As the Director, HR Business Partnering you will lead a lean team of HR Business Partners and generalists, while also serving as a strategic HR Business Partner (HRBP) to critical business units. You will be accountable for the overall effectiveness, consistency, and quality of HR Business Partnering across the organization, setting direction, building capability, and driving disciplined execution of core people processes.

You will act as a trusted advisor to senior leaders, guiding organizational effectiveness, talent planning, change enablement, and culture building, while providing hands‑on leadership, coaching,För and prioritization for the HRBP team. This role also provides oversight of core people policies and HRBP‑owned processes, ensuring they are applied consistently, evolve with the business, and balance employee experience with risk management.

• Team Leadership – Lead, coach, and develop a team of HR Business Partners and Generalists, setting clear expectations for strategic impact, consultative effectiveness, and execution excellence. Establish and reinforce standards for HRBP delivery, including consulting approach, documentation, communication quality, and stakeholder management.
• Allocate HRBP capacity across the business, balancing strategic initiatives, leader support, and operational needs. Act as the primary escalation point for complex, high‑risk, or enterprise‑impacting people matters, partnering closely with Legal and HR COEs to manage risk and evolve policies and practices.
• Monitor trends and risks emerging from employee relations cases, engagement data, and leader feedback; recommend proactive interventions or policy updates. Drive continuous improvement of workflows and processes to reduce friction, clarify ownership, and improve leader and employee experience.
• Strategic Partnership & Business Alignment – Personally serve as HR Business Partner to designated business units, modeling the expected HRBP approach while balancing enterprise leadership responsibilities. Serve as a consultative thought partner to senior leaders on workforce planning, organizational structure, and change readiness. Translate business objectives into people strategies that drive performance, engagement, and growth.
• Influence early planning processes and decisions with HR insights and talent implications. Balance the needs of assigned business units with enterprise priorities, ensuring HRBP decisions and investments align to overall organizational impact.
• Leadership Development & Capability Building – Coach leaders to elevate effectiveness, navigate complexity, and build high‑performing teams. Equip managers with tools, frameworks, and guidance to solve challenges independently and develop their teams. Facilitate capability‑building sessions that reinforce leadership and managerial growth.
• Organizational Effectiveness & Change Enablement – Serve as a sounding board for navigating team dynamics, restructuring, and transitions. Diagnose structural and capability gaps and lead cross‑functional change solutions with leaders, HR COEs, and internal and external partners to ensure adoption and cultural alignment. Model the use of repeatable tools and systems to frame decisions, streamline conversations, and increase strategic capacity.
• Engagement & Employee Experience – Help business leaders understand and act on employee engagement and sentiment data to strengthen team culture and…