Senior Director, People & Culture Business Partner

Reporting to the Managing Director, People & Culture, the Senior Director, People & Culture Business Partner serves as a trusted advisor and strategic partner to business leaders, with accountability for driving people strategy and outcomes across the portfolio.

This role combines strategic leadership with hands-on partnership. The Senior Director operates as both a thought partner and an active contributor-translating strategy into action, solving complex business challenges, and advancing key initiatives that drive performance. Success in this role requires a strong connection to the business, the ability to influence leaders at all levels, and a focus on delivering measurable impact.

The Senior Director owns the full team member lifecycle, with an intentional focus on enhancing the team member experience while strengthening operational performance, leadership capability, and organizational effectiveness across the territory, which includes the East Coast and Canada.

- Serve as a trusted advisor to regional leadership (including Community Managers, Regional Property Managers, Directors, and Managing Directors), providing guidance on workforce strategy, employee relations, organizational design, and culture. - Demonstrate strong business acumen, including fluency in P&L drivers and operational performance. - Leverage data and insights to identify trends, risks, and opportunities, translating them into actionable strategies that improve business outcomes. - Maintain a strong pulse on the business, anticipating needs and proactively shaping solutions that drive performance. - Lead the adoption of change initiatives, ensuring alignment, clarity, and sustained execution. - Foster strong collaboration with People & Culture Centers of Excellence (COEs) to ensure alignment and consistency across the organization. - Identify opportunities to leverage emerging tools, including AI, to improve efficiency, decision-making, and team member experience. - Lead and be the SME in cross functional projects towards continuous improvement.

- Lead workforce planning to ensure the organization has the right talent, in the right roles, at the right time at the right cost. - Strengthen succession planning and leadership development by championing talent reviews, with a focus on Community Managers, Regional Property Managers, and emerging leaders. - Identify capability gaps and partner with Learning & Development to deliver targeted solutions that build leadership and operational effectiveness. - Support or lead Talent Acquisition efforts within the territory, ensuring high-quality hiring, consistent interview practices, and strong onboarding experiences.

- Champion Greystar's values by fostering an inclusive, high-performing, and people-centered culture. - Utilize engagement data and team member feedback to drive targeted actions that improve retention and experience. - Partner with leaders to create environments where team members feel supported, accountable, and connected to the business. - Support M&A integration efforts, ensuring alignment of culture, expectations, and team member experience.

- Lead and support organizational change initiatives, ensuring effective communication, alignment, and adoption. - Coach and challenge leaders to strengthen performance, decision-making, and leadership effectiveness. - Drive consistent, high-quality performance management practices that reinforce accountability and results. - Partner with P&C COEs on total rewards and operational strategies that support

- Partner with Employee Relations and Legal to manage complex issues and mitigate risk. - Ensure consistent application of policies and compliance with applicable labor laws. - Promote early identification and resolution of issues to reduce risk and strengthen manager capability. - Use trend data to become more predictive in outcomes.

Further, roll lessons learned into future training opportunities.

- Represent the business in P&C initiatives, ensuring alignment with operational needs and successful adoption. - Identify opportunities to simplify processes and improve ways of working across the team member lifecycle. - Contribute to M&A activities, including due diligence and integration of new teams and properties.

- Bachelor's degree in Human Resources, Business Administration, or related field. - 10+ years of progressive HR leadership experience, preferably in property management, real estate, hospitality, or multi-site environments. - Past experience supporting Canada. - Strong business acumen with a clear understanding of operational drivers in a multi-location workforce. - Proven ability to influence leaders and drive people strategies that improve business performance. - Experience leading organizational change, talent development, and workforce optimization at scale. - Deep expertise in employee relations, performance management, and leadership coaching. - Experience in end to end M&A. - Strong analytical skills with the ability to translate data into actionable insights. - Excellent communication and influencing skills. - Ability to operate effectively in a fast-paced, complex environment. - Knowledge of employment laws and compliance requirements across multiple states. - PHR, SPHR, or SHRM-SCP certification preferred.

- Regular travel within the designated territory to support property teams and leadership (roughly 30-40%). - Hybrid work environment based on business needs.

The salary range for this position is $150,000 - $200,000 USD Annually.

#LI-BB1

Many factors go into determining employee pay within the posted range including business requirements, prior experience, current skills and geographical location.

- Corporate Positions : In addition to the base salary, this role may be eligible to participate in a quarterly or annual bonus program based on individual and company performance. - Onsite Property Positions : In addition to the base salary, this role may be eligible to participate in weekly, monthly, and/or quarterly bonus programs.

- Competitive Medical, Dental, Vision, and Disability & Life insurance benefits. Low (free basic) employee Medical costs for employee-only coverage; costs discounted after 3 and 5 years of service. - Generous Paid Time off. All new hires start with 15 days of vacation, 4 personal days, 10 sick days, and 11 paid holidays.

Plus your birthday off after 1 year of service! Additional vacation accrued with tenure. - For onsite team members, onsite housing discount at Greystar-managed communities are available subject to discount and unit availability. - 6-Week Paid Sabbatical after 10 years of service (and every 5 years thereafter). - 401(k) with Company Match up to 6% of pay after 6 months of service. - Paid Parental Leave and lifetime Fertility Benefit reimbursement up to $10,000 (includes adoption or surrogacy). - Employee Assistance Program. - Critical Illness, Accident, Hospital Indemnity, Pet Insurance and Legal Plans. - Charitable giving program and benefits.

*Benefits offered for full-time employees. For Union and Prevailing Wage roles, compensation and benefits may vary from the listed information above due to Collective Bargaining Agreements and/or local governing authority.

Greystar will consider for employment qualified applicants with arrest and conviction records.

Greystar is an equal opportunity employer and does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, genetic information, military or veteran status, or any other characteristic protected by applicable law.

Important Notice: Greystar will never request your banking details or other sensitive personal information during the interview process. Greystar does not conduct any interviews via text or messaging, and all communication will come from official Greystar email addresses (@greystar.com). If you receive suspicious requests, please report them immediately to AskHR@greystar.com.