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HR Director, Insights

at Meta in Little Rock, Arkansas, United States

Job Description

Summary:

Meta is seeking an HR Director to lead HR business partnership for the Insights organization under Alex Schultz - the analytics, data science, data engineering, and user research teams that shape how Meta understands its products and improves itself. The organization is building AI-first, redefining what insights work looks like as the tooling changes underneath it, and doing so after a period of significant structural change. This role operates as a strategic thought partner to VP and Director-level leaders while leading and developing a team of senior HR Business Partners, setting both the people agenda for a large, highly matrixed, global organization and the priorities, coverage, and bench strength of the HR team supporting it. Success in the role means stabilizing and energizing a changing organization, keeping senior individual contributors engaged and thriving, and bringing judgment to leadership capability, cross-functional composition, and strong org design as the team continues to transform. The ideal candidate combines executive influence with the judgment to navigate ambiguity, and can move fluidly between enterprise-level strategy and the hands-on work of coaching leaders through change.

Required Skills:

HR Director, Insights Responsibilities:

1. Serve as the senior HR leader and strategic advisor to the leadership team of a complex, cross-functional organization, owning the end-to-end people strategy.

2. Lead, coach, and develop a team of senior HR Business Partners

3. set priorities, and build bench strength within the team.

4. Shape organizational design, workforce planning, and talent strategy at scale, including leader-level succession and bench development.

5. Lead and land large-scale change and reorganizations, including the organizational design, sequencing, and communications strategy.

6. Coach and develop senior leaders and managers-of-managers, raising the leadership bar across the organization.

7. Set the agenda for talent management, performance, and engagement cycles across the organization, translating company frameworks into business-relevant execution.

8. Use workforce data and insights to diagnose organizational health and drive leadership decisions on attrition, span of control, capability gaps, and investment trade-offs.

9. Partner across Recruiting, Learning & Development, Compensation, Legal, Employee Relations, and HR Programs to design and scale solutions.

10. Represent the business in

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