NomadDesk

Director, HR Business Partners

Career-defining. Life-changing.

At iRhythm, you'll have the opportunity to grow your skills and your career while impacting the lives of people around the world. iRhythm is shaping a future where everyone, everywhere can access the best possible cardiac health solutions. Every day, we collaborate, create, and constantly reimagine what's possible. We think big and move fast, driven by our commitment to put patients first and improve lives. We need builders like you. Curious and innovative problem solvers looking for the chance to meaningfully shape the future of cardiac health, our company, and your career

About This Role:

iRhythm is seeking an experienced Director, HR Business Partners - Commercial & Product to provide strategic Human Resources leadership to our Commercial & Product Management organization, including Sales, Marketing, and Product teams.

As a key partner to Commercial & Product executives and their leadership teams, you will help shape and execute people strategies that support business growth, organizational performance, and an engaging employee experience. You will lead a team of business-facing HR partners and operate as a player-coach, providing direct strategic partnership to senior leaders while developing a high-performing HR Business Partner team.

The successful candidate will combine strong business acumen, executive-level influence, and broad HR expertise with the ability to translate business priorities into practical workforce, talent, leadership, and organizational strategies.

Responsibilities

Leadership Partnership

Serve as a trusted advisor and strategic thought partner to executives and leadership teams.

• Develop a deep understanding of the Commercial & Product strategy, operating model, workforce, and market environment.
• Translate business priorities into integrated people and organizational strategies.
• Advise and coach executives on organizational effectiveness, leadership, talent, workforce planning, culture, and change.
• Use workforce data, employee insights, and business metrics to identify risks, trends, and opportunities.
• Build strong partnerships across Sales, Marketing, Service, Finance, Legal, and the broader Human Resources organization.

• Establish clear priorities, expectations, operating rhythms, and measures of success for the HR Business Partner team.
• Function as a player-coach by providing direct strategic support to senior Commercial leaders while guiding the team's day-to-day partnership with the business.
• Coach HR Business Partners on consulting, executive influence, organizational diagnosis, talent strategy, employee relations, and change leadership.
• Allocate HRBP resources based on business priorities, organizational needs, and the complexity of supported client groups.
• Promote consistency, sound judgment, collaboration, and strong execution across the HRBP team.
• Foster the professional development and career growth of team members.
• Partner with HR Centers of Excellence and HR Operations to provide a coordinated and effective experience for leaders and employees.

• Partner with leaders to identify the organizational and people capabilities required to deliver the Commercial & Product strategy.
• Develop workforce scenarios based on business plans, growth expectations, productivity objectives, and changing capability requirements.
• Advise and support business leaders with talent planning, org design, and integration activities during Mergers & Acquisitions.
• Assess workforce and talent gaps and partner with Talent Acquisition to build proactive talent pipelines.
• Partner with our AI Transformation and Org Design leader to advise on organizational structure, role clarity, spans and layers, team design, and workforce deployment.
• Participate in hiring-readiness activities for critical roles, including organizational design and role-profile development, in partnership with Talent Acquisition and Total Rewards.
• Partner with leaders and Finance on headcount planning, workforce investments, and resource prioritization.
• Provide insights into people and workforce trends and help develop proactive strategies, programs, and policies.

• Influence and support the business in establishing proactive leadership and management development plans.
• Lead talent reviews and succession-planning processes, identifying critical roles, high-potential talent, succession risks, and development priorities.
• Partner with leaders to build meaningful development plans for key talent.
• Recommend targeted development, coaching, assessment, and team-effectiveness solutions.
• Coach leaders in delivering feedback, managing performance, building inclusive teams, and strengthening leadership effectiveness.
• Support internal mobility and career development across the Commercial organization.
• Identify opportunities to strengthen manager capability and accountability throughout the organization.

• Diagnose organizational challenges and recommend solutions that improve effectiveness, accountability, collaboration, and execution.
• Use tools such as employee surveys, workforce metrics, and organizational assessments to measure effectiveness and identify priorities.
• Partner with leaders to create an environment that encourages employee engagement and inspires performance excellence.
• Ensure organizational and talent decisions align with company culture and business strategy.
• Guide leaders and teams through organizational change, growth, restructuring, and evolving business priorities.

• Partner with the Employee Relations Center of Excellence to proactively identify employee relations trends and consult on complex and executive level situations.
• Recommend tools, programs, and approaches to attract, retain, recognize, and engage talent and improve performance.
• Partner with Commercial leaders, Learning & Development, and Total Rewards to execute annual compensation, performance, and talent processes.
• Provide HR guidance related to sales compensation and commission-based incentive programs.
• Promote consistent application of company policies and people practices.

• Develop people and change strategies that support business transformation and evolving Commercial priorities.
• Assess stakeholder needs, organizational readiness, talent implications, and workforce risks.
• Coach leaders on change sponsorship, communication, employee engagement, and organizational adoption.
• Partner across HR to ensure that change initiatives are coordinated and supported by appropriate talent, communication, and organizational interventions.
• Monitor organizational sentiment and workforce indicators and recommend adjustments when needed.

• BA/BS degree or equivalent professional qualification required; MBA, master's degree, or other advanced degree preferred.
• Minimum of 15 years of progressive Human Resources experience, including significant strategic HR Business Partner experience.
• Demonstrated experience leading, coaching, and developing HR Business Partners or similar business-facing HR professionals.
• Extensive HR generalist experience and strong working knowledge of HR practices across talent management, organizational effectiveness, workforce planning, employee relations, performance, rewards, and change management.
• Demonstrated ability to coach, influence, and support executive-level leaders.
• Experience developing and implementing people strategies for a Commercial organization, including Sales, Marketing, and Product teams.
• Experience supporting sales organizations with commission-based or similar incentive compensation plans.
• Experience leading talent reviews, succession planning, organizational design, leadership development, and workforce-planning processes.
• Strong understanding of the people and organizational requirements of a fast-growing business with a global footprint.
• Experience operating in a matrixed environment and partnering effectively with HR Centers of Excellence, HR Operations, Finance, Legal, and business leaders.
• Strong business and financial acumen with the ability to connect people strategies to Commercial priorities and operating results.
• Excellent relationship-building, interpersonal, influencing, consulting, and negotiation skills.
• Curious and pragmatic problem-solver who approaches challenges with empathy, sound judgment, and structured strategic thinking.
• Ability to balance strategic leadership with hands-on execution while managing competing priorities and complex projects.
• Demonstrated knowledge of and ability to leverage AI tools (i.e., CoPilot)
• Demonstrated ability to lead change and influence outcomes in a complex environment.
• Experience in executive coaching, leadership assessment, and team effectiveness.
• Excellent written and verbal communication skills.
• Intermediate to advanced proficiency with Microsoft Office applications, including Word, Outlook, Excel, and PowerPoint.
• Experience with HRIS systems; Workday experience preferred.
• Ability to travel based on location and business needs.