Director, HR Business Partner at Rowan

Rowan Digital Infrastructure is redefining how data centers are delivered—faster, smarter, and at scale. We partner with hyperscale customers to provide tailored, high-performance infrastructure with a focus on sustainability, efficiency, and flexibility. Our experienced, end-to-end team delivers custom solutions across a growing portfolio of strategic sites in key markets across the United States. Backed by Quinbrook Infrastructure Partners, Rowan is committed to enabling the next generation of digital infrastructure—and building a more sustainable future in the process. Ready to help transform how the world’s most important technologies are powered? Join us. Role Summary The company is seeking a Director, HR Business Partner to establish and lead the HRBP pillar within the People & Culture organization as the company continues its rapid growth. This role will partner closely with senior leaders across the organization to align people strategy with business priorities, helping the company scale effectively while reinforcing a high performance, principles aligned culture. As a Director level HRBP, you will operate as a strategic advisor to executives and functional leaders, guiding workforce planning, organizational design, leadership capability, and talent strategy. You will play a critical role in ensuring leaders have the right teams, structures, and leadership practices in place to support the company’s growth. This role will also help shape the HRBP operating model, working closely with Talent Acquisition, Talent Development & People Programs, and People Operations to ensure the People function operates as a coordinated strategic partner to the business. This is a high impact opportunity for a senior HR leader who enjoys building systems, influencing leadership, and helping scale organizations thoughtfully and effectively. Travel: Ability to travel approximately 20% for company gatherings. Location: Denver, CO (3 day hybrid in-office role) Compensation: $170-$215K (Offers Bonus) ESSENTIAL RESPONSIBILITIES Strategic Business Partnership - Serve as a trusted advisor to senior leaders and executives, providing strategic guidance on organizational effectiveness, leadership capability, and talent strategy - Partner with leadership teams to align people strategy with business goals and growth plans - Identify organizational opportunities and risks and provide proactive guidance to leadership Workforce Planning & Organizational Design - Lead workforce planning efforts in partnership with business leaders, Finance, and Talent Acquisition - Guide leaders in designing scalable organizational structures that support business priorities - Support leaders in defining roles, responsibilities, and team structures as the company grows Leadership Development & Manager Effectiveness - Coach leaders and managers on leadership practices, team performance, and organizational effectiveness - Identify opportunities to strengthen leadership capability and partner with the Talent Development team to design targeted programs - Support leaders in navigating complex leadership and team dynamics Talent Management - Facilitate talent reviews, succession planning, and development discussions with leadership teams - Partner with leaders to identify high potential talent and support development planning - Guide leaders through performance management and calibration processes Employee Relations & Organizational Health - Provide strategic guidance on complex employee relations matters, ensuring situations are addressed thoughtfully and consistently - Identify patterns and risks related to engagement, retention, or team dynamics and proactively address them with leadership - Ensure leaders are equipped to handle people challenges in alignment with company values and policies Cross Functional Collaboration - Partner closely with Talent Acquisition to align recruiting strategies with workforce planning and organizational needs - Collaborate with People Operations on compensation guidance, policy interpretation, and employee lifecycle processes - Work with Talent Development & People Programs to strengthen leadership capability, engagement, and cultural initiatives Culture & Guiding Principles - Champion the company’s guiding principles across leadership teams and everyday decision making - Partner with leaders to ensure the culture scales alongside the organization’s growth - Reinforce behaviors that support collaboration, accountability, and strong leadership Building the HRBP Function - Help establish and evolve the HRBP pillar within the People organization - Define best practices for strategic partnership with business leaders - Partner with the VP of People & Culture to continuously improve how the People function supports the business EDUCATION, SKILLS, AND EXPERIENCE Education & Experience - Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or related field - 10+ years of progressive HR experience, including experience operating as a senior HR Business Partner or HR leader supporting senior leadership teams - Experience supporting high growth or scaling organizations - Demonstrated success partnering with executives on workforce planning, organizational design, and talent strategy Skills & Capabilities - Strong business acumen and ability to translate business priorities into people strategies - Proven ability to influence senior leaders and build trusted relationships across an organization - Experience managing complex employee relations matters with sound judgment and discretion - Strong coaching and leadership development capabilities - Ability to balance strategic thinking with practical execution in a fast-paced environment - Excellent communication skills and the ability to navigate complex organizational dynamics Preferred Experience - Experience working within a People team model that includes HRBP, Centers of Excellence, and People Operations - Experience supporting technical, infrastructure, construction, or engineering organizations - Familiarity with HRIS systems and people analytics tools - Experience supporting distributed or multi location teams Fueled by Excellence & Collaboration At Rowan, we are a distributed team united by a common mission to transform data center delivery. Across our two offices, we offer a hybrid work environment supported by the teamwork, technology, and in-office gathering time to help you be successful. We are headquartered in Denver, Colorado and have an office in Seattle, Washington. Our team of talented and passionate individuals is spread out across the U.S. Here to support you At Rowan, we want to make sure you can do great work. We offer competitive benefits focused on helping you be and achieve your best. - Hybrid working environment - Team building and educational opportunities - Generous benefits package including robust health benefits and a 401(k) company contribution - Unlimited PTO - Competitive compensation and bonus plan Equal Opportunity Employer Rowan Digital is an equal-opportunity employer. We welcome and celebrate diversity in all aspects of our workforce. We do not discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or any other legally protected status. We strive to create an inclusive environment where everyone can thrive.