Monks
Associate HR Director – Monks
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Associate HR Director
role at
Monks .
Direct message the job poster from Monks.
Please note that we will never request payment or bank account information at any stage of the recruitment process. Be cautious of fraudulent job postings that misuse our company name. Protect personal information during any recruitment process. Monks may contact potential candidates via LinkedIn, but all applications must be submitted through our official website, monks.com/careers.
About the Role Acting as the strategic HR partner for our largest global account, advising leadership across regions with a focus on NAMER to align people strategy with business impact. Leading the evolution of our HR infrastructure by designing scalable frameworks, resources, and toolkits, while driving cross‑functional initiatives that leverage AI, technology, and fresh thinking. This role balances people‑first solutions with commercial priorities, ensuring our global People operations are both innovative and effective. The position operates as a senior partner to both the business and the People function, ensuring HR strategy and execution are aligned, practical, and responsive to evolving needs.
Responsibilities
Serve as the primary HRBP and central connector across regional HR partners.
Translate business goals into people strategies that boost performance, engagement, and retention.
Partner with leadership on organizational design, talent planning, and workforce transitions, ensuring consistency at scale while adapting to local contexts.
Lead employee relations, resolving issues fairly, promptly, and in compliance with local and global standards.
Support change management across the global account in collaboration with Regional HR, implementing programs effectively while localizing as needed to reflect both business and employee impact.
Conduct exit interviews, identify patterns, and surface actionable insights that inform strategies for improvement.
Champion onboarding as more than a checklist; design experiences that inspire, support new hires from day one, continuously improving the employee journey.
Design and implement scalable communication frameworks, toolkits, and people‑facing resources that support global initiatives and strengthen HR service delivery, such as manager FAQs and recurring communication templates.
Lead cross‑functional People projects focused on performance reviews, compliance initiatives such as EEOC and California Pay Data Reporting, and systems or process improvements that reduce risk and enhance efficiency.
Oversee and maintain HR systems for your team including Workday, relocation records, and agreement tracking, ensuring payroll readiness, data accuracy, and lifecycle documentation.
Partner with IT, Legal, and HRIS to ensure internal practices remain current, localized where needed, and aligned with the broader People strategy.
Account HRBP Effectiveness:
Leadership confidence in HR as a trusted advisor.
Clear evidence of stakeholder trust and strategic influence.
Timely resolution of ER issues with measurable positive outcomes.
Responsiveness and quality of support during organizational changes or restructuring.
Acts as a trusted advisor by delivering well‑informed, business‑aligned people solutions.
Consistent follow‑through, ensuring initiatives and requests are addressed clearly and with lasting impact.
People Resources and Frameworks:
Quality of toolkits, templates, and communication resources delivered.
Clarity and consistency of messaging across HR and business stakeholders.
Positive feedback from key stakeholders on resource usability and impact.
Project Execution:
On‑time delivery of scoped HR projects.
Identification and resolution of process gaps, data issues, or policy risks uncovered during project work.
Operational Coordination:
Timely submission of pay‑impacting changes to payroll.
Accuracy and completeness of employee agreements and relocation records for payroll processing.
Effective support for Operations in managing onboarding on secure client devices and platforms.
Employee Relations:
Partner closely with account leadership to ensure issues are addressed proactively, fairly, and in alignment with company values and legal requirements, including guidance on performance management, feedback delivery, conflict resolution, and corrective actions.
Provide case management support across a wide range of ER issues, ensuring timely documentation, clear communication, and risk mitigation. Identify patterns early, enable manager development, and foster a compliant and positive workplace culture.
Talent Discovery Partnership:
Provide support to Talent Discovery, Operations, and Finance in addressing blockers or delays related to hiring approvals, surfacing issues early, and supporting process improvements.
Collaborate with Talent Discovery and leadership to close communication gaps, using tools such as recurring syncs, dashboards, or status updates to give stakeholders visibility into hiring progress and risks.
Support strategic workforce planning by helping leadership and Talent Discovery forecast hiring needs based on exits, reorganizations, or performance risks, ensuring timely backfills and proactive headcount planning.
Drive internal mobility by guiding leaders, managers, and employees through the process, ensuring approvals are in place, and managing logistics for smooth transfers.
Compliance and Documentation:
Properly store and organize employee documentation, including offer letters, separation agreements, and ER records, within Workday and relevant employee folders.
Support audit readiness efforts through documentation and process validation.
Own or collaborate on client‑specific compliance requests, ensuring timely and complete responses.
About You
A degree in Human Resources Management, Business Administration, or related field and/or HR certification such as SHRM‑SCP or SPHR preferred.
8+ years of progressive HR experience, including at least 4 years in a senior HRBP or equivalent leadership role supporting large, complex, and global business units.
Proven experience advising senior leadership on organizational design, workforce planning, and large‑scale change management.
Expertise in employee relations, performance management, and coaching senior leaders on complex people matters with sound judgment and risk awareness.
Strong track record in building HR infrastructure, including scalable frameworks, communications, and toolkits that enable global consistency while respecting local needs.
Tech‑savvy with proven ability to adopt digital tools and AI to elevate HR practices and employee experience.
Detail‑oriented yet holistic thinker, able to connect operational execution with long‑term strategy.
Entrepreneurial, resourceful, and solutions‑driven, thriving in building and scaling new approaches in fast‑paced environments.
Hands‑on experience with HR systems, Workday strongly preferred, including data governance, compliance, and integration with payroll or finance.
Solid understanding of global compliance landscapes such as US EEOC, California Pay Data Reporting, and GDPR, with experience partnering with Legal and Compliance teams to mitigate risk.
Proven project management skills with the ability to scope, lead, and deliver cross‑functional HR initiatives on time and within scope, including performance review cycles, compliance projects, and workforce transitions.
Ability to manage cross‑functional projects that require coordination across HR, Finance, Legal, IT, and business stakeholders.
Comfortable operating in matrixed, fast‑paced, and high‑growth environments, with experience supporting large global accounts.
Exceptional communication and influencing skills, balancing strategic thinking with hands‑on execution.
Benefits
Excellent, full coverage medical, dental, and vision insurance with employer‑paid HRA.
Generous PTO and 15 company‑wide holidays.
401(k) with company contribution.
Paid parental leave.
Work‑life balance with an emphasis on personal well‑being.
Career growth in a disruptor space & entrepreneurial opportunities within the Monks network.
A globally diverse & inclusive culture with employee resource groups such as S4 Melanin, Pride.Monks, Cultura.Monks, and more!
Authentic commitment to DEI efforts and sustainable growth.
This role is subject to our Return to Office (RTO) policy. If you reside within a commutable distance of one of our office locations, you will be expected to work from the office a set number of days per week. The specific details, including the number of required office days, will be in accordance with the company’s then‑current RTO policy, which is subject to change from time to time.
Monks has provided a compensation range that represents its good faith estimate of what Monks may pay for the position at the time of posting. Monks may ultimately pay more or less than the posted compensation range. The salary offered to the selected candidate will be determined based on job‑related factors, but not based on a candidate’s sex or any other protected status.
Salary Range: $140,000—$155,000 USD.
We are an equal‑opportunity employer committed to building a respectful and empowering work environment for all people to freely express themselves among colleagues who embrace diversity in all respects. Including fresh voices and unique points of view in all aspects of our business does not only create an environment where we can all grow and thrive but also increases our potential to produce work that better represents—and resonates with—the world around us.
#J-18808-Ljbffr
Associate HR Director
role at
Monks .
Direct message the job poster from Monks.
Please note that we will never request payment or bank account information at any stage of the recruitment process. Be cautious of fraudulent job postings that misuse our company name. Protect personal information during any recruitment process. Monks may contact potential candidates via LinkedIn, but all applications must be submitted through our official website, monks.com/careers.
About the Role Acting as the strategic HR partner for our largest global account, advising leadership across regions with a focus on NAMER to align people strategy with business impact. Leading the evolution of our HR infrastructure by designing scalable frameworks, resources, and toolkits, while driving cross‑functional initiatives that leverage AI, technology, and fresh thinking. This role balances people‑first solutions with commercial priorities, ensuring our global People operations are both innovative and effective. The position operates as a senior partner to both the business and the People function, ensuring HR strategy and execution are aligned, practical, and responsive to evolving needs.
Responsibilities
Serve as the primary HRBP and central connector across regional HR partners.
Translate business goals into people strategies that boost performance, engagement, and retention.
Partner with leadership on organizational design, talent planning, and workforce transitions, ensuring consistency at scale while adapting to local contexts.
Lead employee relations, resolving issues fairly, promptly, and in compliance with local and global standards.
Support change management across the global account in collaboration with Regional HR, implementing programs effectively while localizing as needed to reflect both business and employee impact.
Conduct exit interviews, identify patterns, and surface actionable insights that inform strategies for improvement.
Champion onboarding as more than a checklist; design experiences that inspire, support new hires from day one, continuously improving the employee journey.
Design and implement scalable communication frameworks, toolkits, and people‑facing resources that support global initiatives and strengthen HR service delivery, such as manager FAQs and recurring communication templates.
Lead cross‑functional People projects focused on performance reviews, compliance initiatives such as EEOC and California Pay Data Reporting, and systems or process improvements that reduce risk and enhance efficiency.
Oversee and maintain HR systems for your team including Workday, relocation records, and agreement tracking, ensuring payroll readiness, data accuracy, and lifecycle documentation.
Partner with IT, Legal, and HRIS to ensure internal practices remain current, localized where needed, and aligned with the broader People strategy.
Account HRBP Effectiveness:
Leadership confidence in HR as a trusted advisor.
Clear evidence of stakeholder trust and strategic influence.
Timely resolution of ER issues with measurable positive outcomes.
Responsiveness and quality of support during organizational changes or restructuring.
Acts as a trusted advisor by delivering well‑informed, business‑aligned people solutions.
Consistent follow‑through, ensuring initiatives and requests are addressed clearly and with lasting impact.
People Resources and Frameworks:
Quality of toolkits, templates, and communication resources delivered.
Clarity and consistency of messaging across HR and business stakeholders.
Positive feedback from key stakeholders on resource usability and impact.
Project Execution:
On‑time delivery of scoped HR projects.
Identification and resolution of process gaps, data issues, or policy risks uncovered during project work.
Operational Coordination:
Timely submission of pay‑impacting changes to payroll.
Accuracy and completeness of employee agreements and relocation records for payroll processing.
Effective support for Operations in managing onboarding on secure client devices and platforms.
Employee Relations:
Partner closely with account leadership to ensure issues are addressed proactively, fairly, and in alignment with company values and legal requirements, including guidance on performance management, feedback delivery, conflict resolution, and corrective actions.
Provide case management support across a wide range of ER issues, ensuring timely documentation, clear communication, and risk mitigation. Identify patterns early, enable manager development, and foster a compliant and positive workplace culture.
Talent Discovery Partnership:
Provide support to Talent Discovery, Operations, and Finance in addressing blockers or delays related to hiring approvals, surfacing issues early, and supporting process improvements.
Collaborate with Talent Discovery and leadership to close communication gaps, using tools such as recurring syncs, dashboards, or status updates to give stakeholders visibility into hiring progress and risks.
Support strategic workforce planning by helping leadership and Talent Discovery forecast hiring needs based on exits, reorganizations, or performance risks, ensuring timely backfills and proactive headcount planning.
Drive internal mobility by guiding leaders, managers, and employees through the process, ensuring approvals are in place, and managing logistics for smooth transfers.
Compliance and Documentation:
Properly store and organize employee documentation, including offer letters, separation agreements, and ER records, within Workday and relevant employee folders.
Support audit readiness efforts through documentation and process validation.
Own or collaborate on client‑specific compliance requests, ensuring timely and complete responses.
About You
A degree in Human Resources Management, Business Administration, or related field and/or HR certification such as SHRM‑SCP or SPHR preferred.
8+ years of progressive HR experience, including at least 4 years in a senior HRBP or equivalent leadership role supporting large, complex, and global business units.
Proven experience advising senior leadership on organizational design, workforce planning, and large‑scale change management.
Expertise in employee relations, performance management, and coaching senior leaders on complex people matters with sound judgment and risk awareness.
Strong track record in building HR infrastructure, including scalable frameworks, communications, and toolkits that enable global consistency while respecting local needs.
Tech‑savvy with proven ability to adopt digital tools and AI to elevate HR practices and employee experience.
Detail‑oriented yet holistic thinker, able to connect operational execution with long‑term strategy.
Entrepreneurial, resourceful, and solutions‑driven, thriving in building and scaling new approaches in fast‑paced environments.
Hands‑on experience with HR systems, Workday strongly preferred, including data governance, compliance, and integration with payroll or finance.
Solid understanding of global compliance landscapes such as US EEOC, California Pay Data Reporting, and GDPR, with experience partnering with Legal and Compliance teams to mitigate risk.
Proven project management skills with the ability to scope, lead, and deliver cross‑functional HR initiatives on time and within scope, including performance review cycles, compliance projects, and workforce transitions.
Ability to manage cross‑functional projects that require coordination across HR, Finance, Legal, IT, and business stakeholders.
Comfortable operating in matrixed, fast‑paced, and high‑growth environments, with experience supporting large global accounts.
Exceptional communication and influencing skills, balancing strategic thinking with hands‑on execution.
Benefits
Excellent, full coverage medical, dental, and vision insurance with employer‑paid HRA.
Generous PTO and 15 company‑wide holidays.
401(k) with company contribution.
Paid parental leave.
Work‑life balance with an emphasis on personal well‑being.
Career growth in a disruptor space & entrepreneurial opportunities within the Monks network.
A globally diverse & inclusive culture with employee resource groups such as S4 Melanin, Pride.Monks, Cultura.Monks, and more!
Authentic commitment to DEI efforts and sustainable growth.
This role is subject to our Return to Office (RTO) policy. If you reside within a commutable distance of one of our office locations, you will be expected to work from the office a set number of days per week. The specific details, including the number of required office days, will be in accordance with the company’s then‑current RTO policy, which is subject to change from time to time.
Monks has provided a compensation range that represents its good faith estimate of what Monks may pay for the position at the time of posting. Monks may ultimately pay more or less than the posted compensation range. The salary offered to the selected candidate will be determined based on job‑related factors, but not based on a candidate’s sex or any other protected status.
Salary Range: $140,000—$155,000 USD.
We are an equal‑opportunity employer committed to building a respectful and empowering work environment for all people to freely express themselves among colleagues who embrace diversity in all respects. Including fresh voices and unique points of view in all aspects of our business does not only create an environment where we can all grow and thrive but also increases our potential to produce work that better represents—and resonates with—the world around us.
#J-18808-Ljbffr