Senior HR Business Partner, Non - tech - Remote Eligible

Senior HR Business Partner

At DICK'S Sporting Goods, we believe in how positively sports can change lives. On our team, everyone plays a critical role in creating confidence and excitement by personally equipping all athletes to achieve their dreams. We are committed to creating an inclusive and diverse workforce, reflecting the communities we serve. If you are ready to make a difference as part of the world's greatest sports team, apply to join our team today!

The Position: GameChanger is scaling rapidly across both the business and its leadership team. As part of this growth, we are investing in a more strategic HR partnership model to support increasingly complex organizational and people decisions. The Senior HR Business Partner serves as a trusted advisor to non-technical executives and senior leaders, partnering with leadership to shape organizational design, leadership effectiveness, and long-term people strategy. This is a strategic role that operates beyond process execution—focused on thought partnership, coaching, and navigating complex employee relations matters. You will report to the Chief People Officer and work closely with senior leaders and enterprise partners at DICK'S Sporting Goods.

What You'll Do: Partner with senior leaders and executives as the primary HR advisor for non-technical teams, providing guidance on organizational design, leadership effectiveness, talent planning, and team health. Lead workforce strategy and change management, including headcount planning, org design, succession planning, leadership transitions, and scaling-related change initiatives. Own complex employee relations matters, including investigations, performance-related actions, and risk mitigation, in close partnership with Legal and People Operations. Collaborate with People COEs and enterprise partners to design and deliver people programs aligned to business needs while maintaining consistency, governance, and scalability. Use people data and insights—including engagement, attrition, and workforce trends—to inform strategy, guide leadership conversations, and recommend action.

Who You Are: 8+ years of progressive HR experience, including experience as a senior HR Business Partner supporting directors, VPs, and executive leaders. Demonstrated experience operating as a strategic HR partner, advising on organizational and leadership decisions beyond daily HR processes. Deep experience leading complex employee relations matters, including investigations and high-stakes performance situations. Experience working with or within Centers of Excellence (e.g., Talent, Compensation, Performance, Org Effectiveness). Experience partnering with senior leaders and executives, including navigating disagreement and influencing outcomes. Experience operating within larger or scaled organizations, with comfort managing ambiguity, complexity, and change.