Director, Talent Business Partner - REQ002246_1-3175

Director, Talent Business Partner

This is a fully remote role. Candidates who live near CB offices have the option of being fully remote or hybrid (Tuesday and Wednesday in office). This is a full-time position.

About the Team

At College Board, the Talent team is the engine behind our people, who in turn power our mission to positively impact millions of students worldwide. We are a dynamic, close-knit group, as passionate about supporting our ~2,000 employees as we are about shaping the future of education. Our impact as a mission-driven organization is clear, yet in a rapidly changing world the challenges ahead are more complex than ever. That is why our work in Talent matters. We are not just supporting employees; we are empowering them to rise to these challenges and do the most meaningful, high-impact work of their careers. Guided by a clear philosophy, we focus on the end user, use data to solve problems, innovate boldly, and communicate directly and honestly while having fun along the way. Our aim is to build high-performing teams, foster strong and accountable leadership, and create the conditions for every employee to thrive. Together, we help every employee do what matters most with clarity, consistency, and purpose.

About the Opportunity

As a Director, Talent Business Partner (TBP), you are a trusted coach and advisor to managers and employees. You bring deep expertise in employee relations, manager development, and organizational health. You balance proactive coaching with timely, effective issue resolution. Your role is to help leaders build strong, high-performing teams by addressing performance challenges, reinforcing accountability, and cultivating inclusive, thriving cultures. You will report into the Senior Vice President, Global Strategy and Talent and work closely with the Talent Business Partner team and colleagues across Talent Enablement, Talent Acquisition, Legal, and Talent Operations.

In This Role, You Will :

Drive Employee Relations & Risk Mitigation (30%) - Support complex employee relations issues, including performance, conduct, and conflict resolution.

Proactively address issues with managers before escalation.

Conduct effective, thorough, and objective investigations where required.

Provide guidance on disciplinary actions and ensure consistent application of organizational policies.

Strengthen Manager Capability & Coaching (30%) - Coach managers on building high-performing teams, setting clear expectations, and delivering feedback.

Train and support managers to have effective performance and development conversations.

Provide just-in-time coaching tools and resources, drawing from Talent Enablement and L&D offerings.

Help leaders build inclusive team cultures that support engagement and retention.

Support Performance & Development Systems (20%) - Partner with managers to identify struggling performers, set clear improvement plans, and hold staff accountable.

Provide feedback and support on employee goals.

Help managers recognize and develop top talent, identifying career growth pathways.

Contribute to onboarding and offboarding processes to capture learnings and improve employee experience.

Collaborate on Organizational Health & Talent Initiatives (15%) - Analyze team-level data (e.g., Gallup, attrition, performance trends) to surface insights and partner with managers on action planning.

Reinforce consistent application of HR and Talent policies and practices across teams.

Support divisional engagement and inclusion efforts in partnership with Talent Enablement team.

Partner with Senior Directors on change management and org design projects as needed.

Lead Special Projects & Contribute to Talent Excellence (5%) - Participate in cross-functional projects to improve processes, tools, or manager resources.

Serve as a thought partner to Senior Directors, surfacing patterns from employee relations cases to inform enterprise-level improvements.

About You

At least 7-8 years of progressive HR / Talent experience, with at least 4+ years in employee relations, talent business partner, or people leadership coaching.

SHRM-CP or PHR certification (preferred; SHRM-SCP / SPHR a plus but not required). A strong mission orientation and dedication to building equitabl