Business Lead, HR Organization

Meta is seeking a Business Lead to serve as a strategic thought partner and operational leader to support the VP of HR and their leadership team, supporting the full HR organization, inclusive of Employee Relations (ER) and Internal Community & Reputation (ICR) and HR Business Partners. This role goes beyond traditional business operations, it is designed for a strategic operator who will shape how the HR organization delivers on its mission, drives enterprise-wide impact, and evolves its operating model in partnership with senior leadership.

The ideal candidate is a trusted advisor who can seamlessly move between high-level strategy formulation and hands-on execution. They will partner with leadership to pressure-test ideas, develop forward-looking points of view on people strategy and organizational priorities, and translate ambiguity into clear, actionable frameworks. This person will be instrumental in ensuring the HR organization operates as a strategic function by bringing intellectual rigor, proactive insight, and cross-functional influence to bear on the most important decisions facing the team.

This role is ideal for someone who thrives as a thought partner to senior leaders, is energized by complex problem-solving, and wants to drive high-impact outcomes across a broad people function.

Responsibilities

Serve as a trusted strategic thought partner to HR leadership — proactively surfacing insights, challenging assumptions, and helping shape the strategic direction of the function across HRBP, Employee Relations, and ICR
Partner with leadership to develop and pressure-test strategic positions on people strategy, employee relations approach, workforce risk, and internal community priorities before they reach executive decision-making forums
Help leadership see around corners: anticipate emerging trends, organizational risk signals, and internal dynamics that should inform HR strategy, and bring a synthesized point of view with recommendations
Frame up complex, often sensitive decisions for senior leadership by collecting diverse viewpoints, evaluating tradeoffs, and developing clear decision frameworks with actionable recommendations
Prepare leadership for high-stakes engagements (e.g., executive reviews, leadership meetings, company-wide moments) by developing comprehensive briefing materials including goals, context, recommendations, and rationale for decisions needed
Own the strategic operating cadence for the HR organization — including leadership meetings, planning cycles, and priority tracking — ensuring the team executes with clarity and accountability
Synthesize complex people, employee relations, and organizational data into clear narratives for senior and C-suite audiences, translating analysis into strategic insight while maintaining appropriate confidentiality
Build and maintain strategic relationships across People team functions, Legal, Compliance, Communications, and business leadership to ensure HR strategy is connected to broader enterprise priorities
Navigate complex cross-organizational dynamics and drive alignment on people-related decisions that span multiple stakeholders with competing priorities
Represent the HR organization's perspective in cross-functional forums and ensure the function has a seat at the table on key enterprise decisions that impact talent, culture, and organizational health
Scope, manage, and drive high-priority strategic initiatives on behalf of leadership — particularly those involving time pressure, executive visibility, sensitivity, or cross-functional complexity
Build operating models, governance structures, and accountability frameworks that elevate how the HR organization functions as a strategic partner to the business
Drive organizational communications strategy including content development, All Hands planning, and leadership engagement cadences

Qualifications

12+ years of experience in strategy, management consulting, business operations, chief of staff, or program management roles — ideally within HR, Employee Relations, or a related people function at a scaled technology company
Experience operating as a trusted thought partner and strategic advisor to senior (VP+) leaders in complex, matrixed organizations
Track record of driving cross-functional strategic initiatives across multiple business units or functions
Executive communication skills — experience synthesizing complexity, developing compelling narratives, influencing without authority, and presenting to senior audiences
Demonstrated experience building decision-making frameworks, developing strategic recommendations, and driving accountability at scale
Proven capacity to work autonomously with minimal direction, thrive in ambiguity, and proactively shape the agenda
Experience leading multiple complex projects under tight timelines and shifting priorities with strong operational rigor
Sound judgment and discretion handling highly confidential and sensitive employee and organizational matters
Bachelor's degree Demonstrated ability to integrate AI tools to optimize/redesign workflows and drive measurable impact (e.g., efficiency gains, quality improvements)
Experience adhering to and implementing responsible, ethical AI practices (e.g., risk assessment, bias mitigation, quality and accuracy reviews)
Demonstrated ongoing AI skill development (e.g., prompt/context engineering, agent orchestration) and staying current with emerging AI technologies
MBA or advanced degree in business, organizational development, HR, or related field
Management consulting background (MBB or similar) with experience in human capital or organizational strategy
Prior experience in HR, Employee Relations, Investigations, or People Strategy — either as a practitioner or strategic advisor
Familiarity with employee relations frameworks, workforce risk, internal communications, and organizational governance
Experience in transformation or change management contexts — standing up new operating models or evolving legacy functions into strategic capabilities
Experience with Long Range Planning (LRP), budget management, and headcount planning processes