HR Business Leader

Essential Job Functions & Responsibilities

• Serve as the primary HR partner for assigned client groups, offering guidance on workforce and organizational needs that support business success.
• Partner with leaders to understand business goals and define related talent priorities such as workforce planning, organizational structure, leadership capabilities, and team effectiveness.
• Provide clear, practical coaching to leaders on day-to-day-team and employee matters, ensuring consistent application of HR programs and practices.
• Advise on employee relations issues including performance concerns, conflict resolution, policy interpretation, and investigations in partnership with the Employee Relations COE when needed.
• Maintain strong relationships with leaders to anticipate future needs and proactively support workforce and organizational priorities.

Partnership with HR Centers of Expertise (COEs)

• Partner and consult with HR COEs, such as Talent Acquisition, Compensation, Talent Management, and Employee Relations, to deliver aligned programs, support workforce needs, and identify effective solutions for client groups.

HR Program Execution & Support

• Lead the execution of core HR programs and annual cycles within assigned client groups, including performance management, talent planning, succession management, compensation processes, and other initiatives, ensuring clarity, consistency, and alignment with business goals.
• Use relevant HR and business data to identify trends, inform discussions with leaders, and support decision making.
• Manage HR transactions such as job changes, organizational updates, and talent acquisition–related processes to ensure accuracy, alignment, and timely completion.
• Ensure HR processes run smoothly, meet expected timelines, and are clearly communicated.

Additional Responsibilities

• Participate in selected projects, initiatives, or cross-functional-efforts that support enterprise or business priorities.
• Perform additional duties as needed to support client groups, HR leadership, or organizational needs.