Senior Director, Talent Business Partner
College Board - Global Strategy & Talent
Location:
This is a remote role. Candidates who live near CB offices in New York City, Reston, and Puerto Rico have the option of being remote or hybrid (Tuesday and Wednesday in office).
Role Type:
This is a full-time position.
About the Team
At College Board, the Talent team is the engine behind our people, who in turn power our mission to positively impact millions of students worldwide. We are a dynamic, close-knit group, as passionate about supporting our ~2,000 employees as we are about shaping the future of education.
Our impact as a mission-driven organization is clear, yet in a rapidly changing world the challenges ahead are more complex than ever. That is why our work in Talent matters. We are not simply supporting employees; we are empowering them to rise to these challenges and do the most meaningful, high-impact work of their careers.
Guided by a clear philosophy, we focus on the end user, use data to solve problems, innovate boldly, and communicate directly and honestly while having fun along the way. Our aim is to build high-performing teams, foster strong and accountable leadership, and create the conditions for every employee to thrive. Together, we help every employee do what matters most with clarity, consistency, and purpose.
About the Opportunity
The Talent Business Partner (TBP) is a trusted strategist, organizational architect, and thought partner to College Board’s senior leaders. In this role, you shape how our divisions organize, lead, and grow to achieve our mission. You advise leaders on organizational design, workforce planning, and leadership effectiveness, helping them prioritize, lead through change, and create conditions where teams can deliver their best work. Together, you will translate business strategy into actionable talent priorities that strengthen leadership, accelerate performance, and build organizational clarity and resilience.
In this role, you will partner with divisional leadership, managers, and other Talent team members to ensure we do the following:
Drive and Optimize Organizational Performance and Leadership Effectiveness (35%)
Ensure Operating Principles and Manager Expectations are fully embedded in and guide divisions
Align talent, structure, and people strategy for maximum business impact.
Ensure that individual roles across a team and division are high impact via clear job descriptions and impact-oriented goals
Use organizational and performance data (e.g., engagement surveys, 360 degree feedback surveys, work product quality, etc.) to drive team and division-wide excellence
Enable Organizational Design and Workforce Planning (30%)
Design organizational structures that align with strategic priorities, drive excellence, and improve efficiency.
Assess and anticipate capability needs, assess resource gaps, and ensure we build roles for the future.
Deliver succession plans that strengthen internal pipelines and reduce key-person dependency.
Ensure hiring plans, role scoping, and pay practices support sustainable growth and fairness.
Ensure structure, process, and people systems support the organization’s evolving needs.
Solve complex challenges such as scaling teams, succession planning, and leading through change.
Foster an Engaged, Inclusive, and High-Performing Culture (20%)
Use insights from engagement surveys, 360 feedback, and other data sources to identify opportunities to strengthen team performance, inclusion, and belonging; scale best practices
Translate data into concrete action plans with clear accountability measures and follow-through.
Accelerate Talent Growth and Mobility (15%)
Identify and support top-performing and high-potential employees through intentional stretch assignments, career pathways, and leadership development opportunities.
Coach leaders on how to recognize, develop, and retain exceptional talent.
Deliver just-in-time learning tools and resources that strengthen leadership pipelines across College Board.
Make data-informed decisions about promotions, career progression, and internal mobility to advance both performance and engagement.
About Our Process
Application review will begin immediately and will continue until the position is filled. This role is expected to accept applications for a minimum of 5 business days. While the hiring process may vary, strong candidates may find themselves part of: resume review, recruiter phone/video screen, hiring manager interview, performance exercise, a panel interview, a conversation with leadership and reference checks.
All Talent Team Roles at College Board Require:
A passion for expanding educational and career opportunities.
A drive for excellence and impact: the ability to solve complex problems, make data-informed decisions, prioritize what matters most, and continuously improve through learning, user input, and external benchmarking.
Exceptional learning agility as evidenced in the ability to give and receive timely, respectful feedback; continuous improvement through iterative learning and user input; and embrace of technologies such as AI.
A collaborative and empathetic approach: the ability to work across differences, foster trust, and contribute to a culture of shared success.
Clear and concise communication skills, written and verbal.
Talent Business Partner Roles Require:
Exceptional record of achievement.
Exceptional judgment and discretion; known for ability to provide wise and useful counsel.
Bias toward action.
At least 10 years of strategic talent work experience.
SHRM-SCP or SPHR certification (preferred).
Deep knowledge of employment law, compliance, and HR best practices.
What We Offer
At College Board, we offer more than a paycheck- we provide a meaningful career, a supportive team, and a comprehensive package designed to help you thrive. We’re a self-sustaining nonprofit that believes in fair and competitive compensation grounded in your qualifications, experience, impact, and the market.
A Thoughtful Approach to Compensation
The hiring range for this role is $104,000–$165,000.
Your exact salary will depend on your location, experience, and how your background compares to others in similar roles at the College Board.
We aim to make our best offer upfront, rooted in fairness, transparency, and market data.
We adjust salaries by location to ensure fairness, no matter where you live.
You’ll have open, transparent conversations about compensation, benefits, and what it’s like to work at College Board throughout your hiring process. Check out our careers page for more.