Job Description

Meta is seeking a Director, HR Business Operations to lead global strategy, planning, and operations for the HR organization, serving as a strategic thought partner to the VP of HR and their leadership team. This leader will oversee strategy and operations for the full HR organization, inclusive of Employee Relations (ER), Internal Community & Reputation (ICR), and HR Business Partners. This role goes beyond traditional business operations: it is designed for a senior strategic operator who will shape how the HR organization delivers on its mission, drives enterprise-wide impact, and evolves its global operating model in partnership with senior leadership.

The ideal candidate is a senior leader and trusted advisor who seamlessly moves between high-level global strategy formulation and hands-on operational execution. They will partner with leadership to pressure-test ideas, develop forward-looking points of view on global people strategy and organizational priorities, and translate ambiguity into clear, actionable frameworks at scale. This person will be instrumental in ensuring the HR organization operates as a strategic, globally consistent function by bringing intellectual rigor, operational excellence, proactive insight, and cross-functional influence to bear on the most important decisions facing the team.

This role is ideal for an experienced strategy and operations leader who thrives as a thought partner to senior leaders, is energized by complex global problem-solving, influences without authority, and wants to drive high-impact outcomes across a broad, global people function.

Responsibilities

Serve as a trusted strategic thought partner to HR leadership, proactively surfacing insights, challenging assumptions, and helping shape the global strategic direction of the function across HRBP, Employee Relations, and ICR.

• Partner with leadership to develop and pressure-test global strategic positions on people strategy, employee relations approach, workforce risk, and internal community priorities before they reach executive decision-making forums, ensuring strategies scale across regions.
• Help leadership see around corners: anticipate emerging trends, organizational risk signals, and internal dynamics that should inform HR strategy, and bring a synthesized point of view with recommendations.
• Frame up complex, often sensitive decisions for senior leadership by collecting diverse viewpoints, evaluating tradeoffs, and developing clear decision frameworks with actionable recommendations.
• Prepare leadership for high-stakes engagements (e.g., executive reviews, leadership meetings, company-wide moments) by developing comprehensive briefing materials including goals, context, recommendations, and rationale for decisions needed.
• Own the global strategic operating cadence for the HR organization, including leadership meetings, annual and long-range planning cycles, goal-setting, and priority tracking, ensuring the team executes with clarity, consistency, and accountability across regions.
• Synthesize complex people, employee relations, and organizational data into clear narratives for senior and C-suite audiences, translating analysis into strategic insight while maintaining appropriate confidentiality.
• Build and maintain strategic relationships across People team functions, Legal, Compliance, Communications, and business leadership to ensure HR strategy is connected to broader enterprise priorities.
• Navigate complex cross-organizational dynamics and drive alignment on people-related decisions that span multiple stakeholders with competing priorities.
• Represent the HR organization globally's perspective in cross-functional forums and ensure the function has a seat at the table on key enterprise decisions that impact talent, culture, and organizational health.
• Scope, manage, and drive high-priority strategic initiatives on behalf of leadership, particularly those involving time pressure, executive visibility, sensitivity, or cross-functional complexity.
• Build and evolve global operating models, governance structures, and accountability frameworks that elevate how the HR organization functions as a strategic partner to the business, driving standardization where it creates leverage and flexibility where local nuance matters.
• Drive organizational communications strategy including content development, All Hands planning, and leadership engagement cadences.

Qualifications

15+ years of experience in strategy, management consulting, business operations, chief of staff, or program management roles, ideally within HR, Employee Relations, or a related people function at a scaled, global technology company

• Experience operating as a trusted thought partner and strategic advisor to senior (VP+) leaders in complex, matrixed, global organizations, with experience driving global consistency across regions
• Track record of driving cross-functional strategic initiatives across multiple business units or functions
• Executive communication skills, with experience synthesizing complexity, developing compelling narratives, influencing without authority, and presenting to senior audiences
• Demonstrated experience building decision-making frameworks, developing strategic recommendations, and driving accountability at scale
• Proven capacity to work autonomously with minimal direction, thrive in ambiguity, and proactively shape the agenda
• Experience leading multiple complex projects under tight timelines and shifting priorities with strong operational rigor
• Sound judgment and discretion handling highly confidential and sensitive employee and organizational matters
• Bachelor's degree Demonstrated ability to integrate AI tools to optimize/redesign workflows and drive measurable impact (e.g., efficiency gains, quality improvements)
• Experience adhering to and implementing responsible, ethical AI practices (e.g., risk assessment, bias mitigation, quality and accuracy reviews)
• Demonstrated ongoing AI skill development (e.g., prompt/context engineering, agent orchestration) and staying current with emerging AI technologies
• MBA or advanced degree in business, organizational development, HR, or related field
• Management consulting background (MBB or similar) with experience in human capital or organizational strategy
• Prior experience in HR, Employee Relations, Investigations, or People Strategy, either as a practitioner or strategic advisor
• Familiarity with employee relations frameworks, workforce risk, internal communications, and organizational governance
• Experience driving global transformation or change management, shaping new global operating models, harmonizing processes across regions, or evolving legacy functions into strategic capabilities
• Experience with Long Range Planning (LRP), budget management, and headcount planning processes