BUILD A BETTER CAREER WITH MSC
Serving customers and our community starts with the best people doing their best work. That is precisely what we have created at MSC Industrial Supply Co. We are a leading North American distributor of metalworking and maintenance, repair, and operations (MRO), products and services. We offer more than 2 million products and have over 80 years of experience across dozens of industries. We aim to execute our Built to Make You Better brand promise for all our stakeholders, including our associates.
Requisition ID :21482
Employment Type : Full Time
Job Category : Human Resources
Work Location : Davidson, NC (CSC)
BRIEF POSITION SUMMARY:
The Senior Director, Human Resources Business Partner (HRBP) serves as the leader of MSC's Human Resources Business Partner organization and is responsible for establishing the overall strategy, operating model, processes, and effectiveness of the HRBP function. This role ensures HR is positioned as a strategic business partner that enables organizational performance, workforce effectiveness, leadership capability, and associate engagement across the enterprise.
Reporting to the Chief People Officer, the Senior Director leads a team of HR Business Partners supporting all business units and corporate functions. The role drives consistency in HR partnership, organizational design, talent management, workforce planning, leadership coaching, and change management while serving as a trusted advisor to senior executives.
This position balances enterprise-wide leadership responsibilities with direct support of key executive leaders and functions, helping MSC achieve business objectives through people, organization, and culture strategies.
DUTIES AND RESPONSIBILITIES
Enterprise HRBP Leadership
- Lead and develop the enterprise-wide HRBP organization, establishing strategic priorities, operating standards, and service delivery expectations.
- Build a high-performing HRBP team by attracting, developing, coaching, and retaining top HR talent.
- Create consistency across the HRBP function in how talent, performance, organizational effectiveness, workforce planning, and employee relations practices are deployed.
- Establish governance, tools, analytics, and best practices that improve the effectiveness, scalability, and impact of the HRBP organization.
- Drive collaboration across HR Centers of Excellence to ensure integrated delivery of talent, learning, compensation, employee relations, workforce development, and culture initiatives.
- Partner with HR leadership to continuously evolve the HR operating model to meet changing business needs.
Strategic Business Partnership
- Serve as a trusted advisor to executive leadership, providing guidance on organizational design, workforce strategies, talent decisions, succession planning, and change management.
- Lead enterprise discussions regarding organizational effectiveness, leadership capability, team effectiveness, and workforce productivity.
- Translate business objectives into actionable people strategies that improve organizational performance and support growth.
- Influence and coach leaders at all levels to strengthen decision-making, accountability, leadership effectiveness, and talent outcomes.
Organizational Effectiveness & Transformation
- Lead enterprise organizational effectiveness initiatives, including organizational design, workforce optimization, role clarity, governance, and operating model effectiveness.
- Partner with executive leadership to assess organizational capabilities and identify opportunities to improve efficiency, collaboration, and performance.
- Support large-scale transformation efforts, acquisitions, technology implementations, restructurings, and other significant business changes.
- Champion change management strategies that improve adoption, engagement, and business results.
Talent Management & Succession Planning
- Oversee enterprise talent review and succession planning processes.
- Ensure robust development plans exist for key talent and critical roles.
- Partner with leaders to identify future leadership needs and strengthen internal talent pipelines.
- Drive strategies that increase retention, internal mobility, leadership readiness, and workforce capability.
- Challenge and influence leadership teams to make data-driven talent decisions that strengthen bench strength and organizational capability.
Workforce Planning & Analytics
- Lead enterprise workforce planning activities to identify current and future talent needs.
- Utilize workforce data, engagement insights, turnover metrics, and talent analytics to inform business decisions.
- Establish meaningful HRBP metrics and reporting that drive accountability and business outcomes.
- Partner with business leaders to anticipate workforce risks and develop mitigation strategies.
- Use predictive workforce analytics and talent insights to identify organizational risks, inform strategic decisions, and measure the impact of people initiatives.
Associate Experience & Culture
- Champion initiatives that strengthen engagement, inclusion, recognition, and overall associate experience.
- Ensure leaders create high-performing and inclusive work environments aligned with MSC values and culture.
- Partner with HR and business leaders to identify and address organizational health opportunities.
- Partner with leadership to cultivate a high-performance culture characterized by accountability, leadership excellence, continuous improvement, and alignment with MSC values.
Associate Relations & Risk Management
- Provide executive oversight on complex associate relations, organizational risk, and sensitive workforce matters.
- Ensure consistent interpretation and application of company policies, employment practices, and legal requirements.
- Partner closely with Legal and Compliance teams on high-impact employment-related matters.
Leadership Responsibilities
- Directly lead all Human Resources Business Partners across MSC.
- Establish performance objectives and professional development plans for the HRBP organization.
- Provide mentorship and coaching to HR leaders and emerging talent.
- Foster a culture of accountability, continuous improvement, collaboration, and business acumen within HR.
- Fosters the MSC Culture in the department and throughout the company to ensure fulfillment of MSC's vision and unity of purpose.
- Participation in special projects and performs additional duties as required
QUALIFICATIONS
What You Need:
- Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.
- 10+ years of progressive Human Resources experience.
- Significant experience serving as a strategic HR Business Partner to senior executives.
- Demonstrated success leading teams and influencing organizational change.
- Strong knowledge of talent management, succession planning, organizational design, employee relations, and workforce planning.
- Proven ability to influence executive leaders and drive enterprise-wide initiatives.
Bonus Points If You Have:
- Advanced degree and/or SPHR, SHRM-SCP certification.
- Experience leading enterprise organizational effectiveness and transformation initiatives.
- Experience supporting multiple business functions and executive leadership teams within a complex, multi-site organization.
Other Requirements:
- Position requires up to 25% of travel
Compensation starting at $154560 - $242880 depending on candidate location and experience.
The salary range represented is based on similar roles in comparable industries, and the cost of labor in respective cities. Actual compensation is based on the candidate's relevant experience, education requirements and peer pay equity. The Company reserves the right to modify the range as market conditions change.
Applicants must be currently authorized to work in the United States. We are unable to sponsor or take over sponsorship of an employment Visa for this position at this time.
This job posting will remain open for a minimum of 3 business days from the original posting date or longer as needed to fill the position.
WHY MSC?
People. Collaboration. Insight. That's how you build something that works. Built on a foundation of trust, MSC works side by side with our customers to help them drive business results. With more than one million product offerings and 80+ years of experience across industries, MSC strives to help our customers achieve greater productivity, profitability, and growth through inventory management and other innovative supply chain solutions. We care about our associates and have programs in place to help our 6,500+ team members achieve their potential.
OUR COMMITMENT TO YOU
Our associates are our top priority and investing in their well-being is one way we execute our Built to Make You Better brand promise. Alongside competitive pay, we have a comprehensive benefits program to support you and your family's health, well-being and financial future. We offer dynamic healthcare plans, generous 401K and stock purchasing programs, tuition reimbursement opportunities, and paid time away for holidays, vacations, and illness. Visit our page for a better look at our extensive benefits: Your Future Benefits.
You will also have the opportunity to join our Associate Inclusion Circles: Women, Pride, Black, Generational, Veterans, HOLA, and Able. These circles are open to all associates and are designed to promote awareness, collaboration, and respect.
EQUAL EMPLOYMENT OPPORTUNITY STATEMENT
At MSC, we are committed to providing an environment of mutual respect where equal employment opportunities are available to all qualified applicants and our associates without regard to race, color, religion, age, sex, national origin, disability, protected veteran status, sexual orientation or any category protected by applicable law. Accommodation requests can be made at any stage of the recruitment process; applicants are asked to make their needs/requirements known.
Please note that MSC uses electronic monitoring and system logs in its workplace, including monitoring of Company-provided systems and collaboration tools, as permitted by applicable law.
