Director, HR Business Partner - Facilities Management & Real Estate Labcorp - 3.3 Durham, NC Job Details Full-time $130,000 - $165,000 a year 4 hours ago Benefits Employee stock purchase plan Disability insurance Health insurance Dental insurance 401(k) Tuition reimbursement Paid time off Vision insurance Qualifications Bachelor's degree Full Job Description Labcorp is a global leader in laboratory services, providing the insights and answers that help healthcare providers, patients, researchers, pharmaceutical companies and health systems make confident decisions and improve outcomes. Through our unparalleled science, data, technology and laboratory network, we advance diagnostics, accelerate innovation and help address some of the world's most important health challenges. As we shape the future of healthcare, we are leveraging advanced technologies, intelligent digital solutions and data-driven innovation across our operations to enhance how work gets done and deliver greater value to customers and patients. With our global scale and deep expertise, you'll have the opportunity to do meaningful work, grow your career and make a real impact on people's health around the world. Together, we're improving health and improving lives. Labcorp is a global leader in diagnostic testing and drug development solutions, helping healthcare providers, researchers, and patients make informed decisions that advance care. Join us in our mission to improve health and improve lives. Labcorp is seeking a remote Director, HR Business Partnering to join our team! Job Responsibilities Strategic Leadership Partnership Serves as the trusted advisor to multiple (SVPs/VPs) and their global leadership teams translating business strategy into integrated people strategy Provides strategic counsel on leadership effectiveness, performance outcomes, culture and engagement impacts, and talent/succession planning Advises on executive onboarding, transitions, and leadership team dynamics Anticipates people-related risks tied to business priorities and operating changes Ensures alignment between global functional priorities and regional/local execution, balancing trade-offs between global standardization and local requirements Organizational Design Leads complex organizational design efforts across one or more global functions, ensuring org design reflects evolving business needs and digital/technology-enabled operating models required to drive growth Facilitates executive decision-making on structure, roles, and organizational trade-offs Integrates organizational design with succession and talent strategy Anticipates downstream impacts of organizational changes Partners with regional HR and business leaders to optimize global operating models, spans/layers, and location strategies Talent Performance, Development & Engagement Leads SVP and VP level succession planning and executive talent reviews Ensures consistent application of performance and talent standards globally, while incorporating regional nuances visa a vis partnership with regional HR Advises on performance differentiation and pay-for-performance decisions with Total Rewards Partners with Talent and Learning COEs on leadership development strategies Identifies and develops global leadership pipelines, including mobility strategies and cross-market talent deployment Partners with client leaders on development and execution of employee engagement and retention strategies Coaches senior leaders on leadership effectiveness Enterprise Alignment and HR Integration Acts as the central point of integration between global function leadership and regional HR organizations, ensuring seamless execution of HR strategies across countries Partners with

HR COEs:

Compensation, Talent, Learning, Global Benefits, Talent Acquisition, HR Analytics, HR Tech, ID&B, Compliance on execution of talent processes and programs Ensures people decisions align with enterprise HR governance Navigates complex multi-country labor laws, regulatory environments, and cultural considerations, proactively mitigating risk Provides strategic insights and decision materials to business leaders Represents client organizations' people agenda in HR forums Data, Analytics and Technology Leverages workforce analytics and external benchmarks to inform decisions Uses data to diagnose organizational health and predict risks Partners with HR Analytics to build insights and dashboards Leverages technology, digital tools, and AI-enabled insights to improve decision quality, organizational effectiveness, and workforce productivity Partners with HR Tech and IT to drive adoption of digital solutions that enhance employee experience, automation, and data visibility Scope and Escalation Operates with high autonomy, escalating only the most critical risks Makes independent, data-informed recommendations on executive talent, organizational design, and workforce strategy, with direct influence on final leadership decisions Requirements Bachelors' Degree 12 or more years of progressive HR leadership experience Preferred qualifications Advanced degree (MBA, MA in HR or related field) HR certification (e.g., SPHR, SHRM-SCP) 1 or more years' experience in healthcare, life sciences Additional Job Standards Demonstrated success advising on and influencing business strategy working with Vice Presidents and Senior Vice Presidents Experience in global, matrixed environments supporting complex functions, influencing outcomes across regions without direct authority Experience leading complex organizational design in partnership with the Business and COEs Experience using data and analytics to drive talent and organizational decisions Expertise in performance management, succession planning, and leadership effectiveness Strong business acumen and financial acumen; Experience aligning workforce strategies with financial plans, including headcount planning, budgeting, and cost management Excellent executive communication skills and presence Strong cross-COE partnership capability Ability to travel as needed (~15% -20%) The Director, HR Business Partner (HRBP) - Facilities Management & Real Estate (FM & RE) serves as a senior enterprise HR leader and strategic advisor to executive leadership (SVPs/VPs), driving integrated people strategies across globally distributed, matrixed organizations. This role operates at the intersection of business strategy, global workforce dynamics, and functional transformation, ensuring alignment of talent, organizational design, and culture to enable sustainable business performance across regions. Acting as the functional HR leader for FM & RE, this role partners closely with regional HR leaders across key geographies to ensure consistent execution of enterprise priorities while adapting to local regulatory, cultural, and market dynamics. Success in this role is defined by measurable business impact, including improved organizational effectiveness, global leadership capability, talent pipeline strength, and workforce productivity. The role requires deep global HRBP expertise, strong business acumen, and the ability to influence decisions in a highly complex, multi-country environment. Applicants who live within 35 miles of either the Indianapolis, IN, Burlington, NC or Durham, NC location will follow a hybrid schedule. This schedule includes a minimum of three in-office days per week at an assigned location, either Indianapolis, Burlington or Durham, supporting both collaboration and flexibility.

Application Window:

9/18/2026

Pay Range:

$130,000 - 165,000 All job offers will be based on a candidate's skills and prior relevant experience, applicable degrees/certifications, as well as internal equity and market data. The position is also eligible for an annual bonus under the Labcorp Bonus Plan. Bonuses are payable based on corporate and/or business segment performance and are subject to individual performance modifiers. Employees regularly scheduled to work 20 or more hours per week are eligible for comprehensive benefits including: Medical, Dental, Vision, Life, STD/LTD, 401(k), Paid Time Off (PTO) or Flexible Time Off (FTO), Tuition Reimbursement and Employee Stock Purchase Plan. Employees regularly scheduled to work less than 20 hours, Casual, Intern, and Temporary employees are only eligible to participate in the 401(k) Plan. Employees who are regularly scheduled to work a 7 on/7 off schedule are eligible to receive all the foregoing benefits except PTO or FTO. For more detailed information, please click here. Labcorp is proud to be an

Equal Opportunity Employer:

Labcorp strives for inclusion and belonging in the workforce and does not tolerate harassment or discrimination of any kind. We make employment decisions based on the needs of our business and the qualifications and merit of the individual. Qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), family or parental status, marital, civil union or domestic partnership status, sexual orientation, gender identity, gender expression, personal appearance, age, veteran status, disability, genetic information, or any other legally protected characteristic. Additionally, all qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable law. We encourage all to apply If you are an individual with a disability who needs assistance using our online tools to search and apply for jobs, or needs an accommodation, please visit our accessibility site or contact us at Labcorp Accessibility. For more information about how we collect and store your personal data, please see our Privacy Statement.