Associate Director - HR

Brillio is the partner of choice for many Fortune 1000 companies seeking to turn disruption into a competitive advantage through innovative digital adoption. Backed by Bain Capital private equity and Orogen Group, and growing rapidly since its inception, Brillio is one of the fastest growing digital technology service providers. We help clients harness the transformative potential of the four superpowers of technology - cloud computing, internet of things (IoT), artificial intelligence (AI), and mobility.

Born digital in 2014, we apply Customer Experience Solutions, Data Analytics and AI, Digital Infrastructure and Security, and Platform and Product Engineering expertise to help clients quickly innovate for growth, create digital products, build service platforms, and drive smarter, data-driven performance. With delivery locations across the United States, Romania, Canada, Mexico, and India, our growing global workforce of over 5500 Brillians blends the latest technology and design thinking with digital fluency to solve complex business problems and drive competitive differentiation for our clients.

Brillio was awarded ‘Great Place To Work consistently. Learn more www.Brillio.com . Role Title: Associate Director – Human Resources, US Location: Dalles, TX The Role We are seeking an experienced, business-oriented Associate Director – Human Resources, US to lead our US HR Business Partnering and HR Operations teams. This role will provide strategic HR partnership to senior business leaders while overseeing key HR operations, benefits administration, immigration and mobility processes, and execution of people initiatives across the US organization.

The incumbent will lead and develop the US HRBP team, partner directly with Director-level and above leaders , and provide senior-level HRBP support for the Digital Engineering (DE) Practice . The role will also provide leadership and governance for US HR Operations, benefits, and immigration and mobility activities, ensuring consistent employee experiences, operational effectiveness, regulatory compliance, and alignment with broader business priorities.

This is a high-impact leadership opportunity requiring a strong combination of strategic HR partnering, operational expertise, executive presence, people leadership, and sound judgment . Key Responsibilities 1. US HR Team Leadership Lead the US HR Business Partnering and HR Operations teams, providing direction, coaching, governance, and escalation support. Translate business priorities into practical HR strategies, programs, and initiatives.

Serve as a trusted advisor to senior business leaders on organizational effectiveness, workforce planning, talent, engagement, and employee matters. Drive consistency and alignment across US HRBP and HR Operations activities. Partner with broader HR leadership and Centers of Excellence to execute the US people agenda. 2. HRBP Leadership & Business Partnership Lead, coach, and develop the US HRBP team, establishing clear accountability and consistent HR practices.

Provide strategic HR partnership to Director-level and above leaders on complex organizational and people matters. Serve as the senior HR Business Partner for the Digital Engineering (DE) Practice . Advise leaders on workforce planning, organizational design, employee engagement, performance management, and leadership effectiveness. Balance business outcomes, employee experience, and organizational risk in HR recommendations and decisions. 3.

Talent & Organization Management Oversee key talent processes, including performance management, talent reviews, succession planning, promotions, leadership development, and employee engagement. Partner with leadership on organizational design, workforce planning, capability development, and leadership pipelines. Identify talent and organizational risks and recommend proactive interventions. Support organizational growth, transformation, and change management initiatives. 4.

US HR Operations Provide leadership and oversight to the US HR Operations team. Ensure effective execution of employee lifecycle processes, including onboarding, employee documentation, transfers, employment changes, and separations. Drive process standardization, operational efficiency, strong governance, and a consistent employee experience. Partner with HR Centers of Excellence and corporate teams to ensure effective delivery of HR programs.

Identify opportunities to leverage HR technology, automation, and AI to improve operational effectiveness. 5. Immigration & Mobility Oversight Provide oversight and coordination of US immigration and employee mobility processes in partnership with internal stakeholders and external immigration counsel. Support immigration-related employee lifecycle activities, including work authorization, visa sponsorship processes, extensions, and employment-related changes.

Partner with Talent Acquisition, HR Operations, Legal, and business leadership to support workforce mobility and immigration requirements. Help ensure appropriate documentation, timely coordination, and adherence to applicable immigration policies and compliance requirements. Support employee relocations and mobility-related transitions, as applicable, while maintaining a positive employee experience. Identify and escalate immigration or mobility risks to appropriate internal and external specialists. 6.

Benefits Oversight Provide leadership oversight for US employee benefits programs and administration. Partner with internal teams, brokers, vendors, and relevant stakeholders to ensure effective benefits delivery and employee communication. Monitor employee experience, utilization trends, operational issues, and opportunities for program improvement. Support annual benefits planning, enrollment activities, and appropriate governance. 7.

Employee Relations & HR Governance Provide guidance on complex and sensitive employee relations matters, ensuring appropriate escalation and resolution. Promote consistent application of HR policies, practices, and procedures. Partner with Legal and other relevant specialists on employment-related matters. Maintain strong HR governance while enabling practical, business-focused decision-making. Support compliance with applicable US employment regulations and organizational policies.

What We Are Looking For 10+ years of progressive HR experience , including significant HR Business Partnering or HR leadership experience. Demonstrated experience leading HR professionals with direct people-management responsibility. Strong experience partnering with senior business leaders and influencing at Director and executive levels. Broad HR expertise spanning HRBP, talent management, performance management, organizational development, employee relations, HR Operations, and benefits.

Working knowledge of US immigration and employee mobility processes, including experience coordinating with immigration counsel or relevant specialists. Experience navigating complex employee and organizational matters with discretion and sound judgment. Strong executive communication, stakeholder management, and influencing capabilities. Ability to balance strategic thinking with hands-on execution. Interest in leveraging AI, automation, and HR technology to enhance HR processes and employee experience.

Based in the Dallas area, with the ability to work onsite four days per week. Preferred Qualifications Experience in technology professional services, IT services, digital engineering, technology consulting, or a similar knowledge-intensive organization . Experience supporting geographically distributed and client-facing professional workforces. Strong understanding of the US employment and HR regulatory environment. Exposure to immigration, visa sponsorship, or employee mobility processes within a multinational organization.

Experience leading HR initiatives through periods of growth, organizational transformation, or operating-model change. Candidates should demonstrate the below listed critical leadership qualities: Customer Advocacy – Lead with the client's business priorities and build relationships grounded in relevance, trust and measurable value. Owner's Mindset – Take accountability for the territory, pipeline and results; approach every target account with a clear ambition to build a meaningful Brillio franchise.

Innovation Ethos – Bring new ideas and perspectives that challenge conventional thinking and create reasons for clients to engage. Execution with Pace – Maintain urgency, discipline and momentum from initial access through contract closure. Big Picture Thinking – Connect individual opportunities to broader client transformation agendas and Brillio's long term growth strategy. Winning Through Teams – Mobilize the best of Brillio and its ecosystem to create differentiated propositions and win together.