HR Business Partner
for section headings. Use - for any list of duties/requirements/benefits, and
for prose.
We need to preserve all substantive information; do not invent or summarize away detail.
We need to remove boilerplate etc.
Let's extract content:
About Gen paragraph: description of company. Might be considered background but not required sections. Could be omitted? The instruction: preserve ALL substantive information; do not invent or summarize away detail. The About Gen is substantive but not part of required sections; we could still include it as a
before sections? The instruction says output only HTML fragment; we can include any content as
not under headings. Probably we should include the About Gen paragraph as a
at top.
Then About The Role heading:
About the role
then prose.
Then Key Responsibilities: Responsibilities
then list as - each bullet.
Key Deliverables maybe also part of responsibilities; but we could include as part of Responsibilities or separate? Since we have a Responsibilities section, we can include deliverables as part of that list.
About You: we need to map to Requirements, Qualifications, Skills. The posting has "Experience: 8+ years..." that's experience requirement. Then "Skills Expertise in org design, workforce planning, talent, performance, and culture. Ability to translate technology and AI strategy into people implications. Experience with people analytics and HR technology. Strong coaching, consulting, and influencing skills. Comfort operating in agile, squad-based, matrix structures. Practical understanding of DEI principles and inclusive decision-making." That's skills. Then "Personal Attributes ..." could be qualifications or maybe also skills. We could treat Personal Attributes as Qualifications.
Thus we can have:
Requirements
Experience: 8+ years of progressive HR experience in a technology-driven environment.
Skills
- Expertise in org design, workforce planning, talent, performance, and culture.
- Ability to translate technology and AI strategy into people implications.
- Experience with people analytics and HR technology.
- Strong coaching, consulting, and influencing skills.
- Comfort operating in agile, squad-based, matrix structures.
- Practical understanding of DEI principles and inclusive decision-making.
Qualifications
Personal Attributes: Thinks strategically about people, technology, and business outcomes. Earns trust through insight, sound judgment, and accountability. Uses data and influence to drive business impact. Leads change with clarity and empathy. Actively shapes culture and champions inclusion. Thrives in cross-functional environments and stays current on talent trends, HR technology, and organizational effectiveness.
Pay: Pay
Compensation Range: $185K - $200K
Benefits: from intro: "flexible working options and time off to competitive pay, benefits and well-being programs." Also earlier: "When you’re part of Gen, you’ll have the flexibility, tools and support to do your best work and grow your career – from flexible working options and time off to competitive pay, benefits and well-being programs." So we can put Benefits: flexible working options, time off, competitive pay, benefits and well-being programs. But note competitive pay already in Pay section; we could still mention benefits and well-being programs. Let's extract: "flexible working options and time off" (that's schedule/benefits), "competitive pay, benefits and well-being programs". We'll create Benefits section with list: flexible working options, time off, competitive pay, benefits and well-being programs. However competitive pay duplicates Pay; maybe we keep it but it's okay.
Schedule: maybe we can include flexible working options and time off as Schedule. But we already used them in Benefits. To avoid duplication, maybe we put flexible working options and time off under Schedule, and benefits and well-being programs under Benefits. Let's decide: Schedule section: flexible working options, time off. Benefits section: competitive pay, benefits and well-being programs. But competitive pay is pay; maybe we keep Pay separate and Benefits just benefits and well-being programs. The instruction: never create Benefits unless posting actually states them. It does state "benefits and well-being programs". So Benefits section can include that. Pay section separate.
Thus:
Schedule: flexible working options, time off.
Benefits: benefits and well-being programs.
Now we need to ensure we don't create sections with filler like "not specified". All good.
Now produce HTML fragment:
About Gen Gen is a global company dedicated to powering Digital Freedom through its trusted consumer brands including Norton, Avast, LifeLock, MoneyLion and more. Our combined heritage is rooted in financial empowerment and cyber safety for the first digital generations, and today we deliver award-winning cybersecurity, online privacy, identity protection and financial wellness solutions to nearly 500 million users in more than 150 countries. Together, we share a collective passion and vision to protect consumers and help them grow, manage and secure their digital and financial lives. We’re always looking for smart, fearless and high-impact talent who see AI as a teammate – leveraging it to move faster and deliver meaningful results. When you’re part of Gen, you’ll have the flexibility, tools and support to do your best work and grow your career – from flexible working options and time off to competitive pay, benefits and well-being programs. At Gen, we are scrappy and relentlessly customer driven. We create room for healthy debate, experimentation and continuous learning, and we seek out people with different experiences, identities and ideas to join our team. You’ll work with people who back each other, respect each other and understand that our differences are a competitive advantage. If this sounds like you, we’d love you to be part of Gen.
About the role
The HR Business Partner at Gen is a trusted strategic partner to senior leaders who translates business and AI strategy into practical people strategies. This role owns the end-to-end talent agenda across workforce planning, acquisition, performance, engagement, culture, and retention, ensuring people priorities deliver measurable business outcomes. Working through cross-functional HR squads, the HRBP leads planning and execution that build organizational capability, improve decision-making, and create competitive advantage through people. Key focus areas include ownership of the end-to-end talent journey, trusted partnership with business leaders, integrated talent acquisition and retention strategy, engagement and performance outcomes, and a highly productive culture rooted in innovation, accountability, inclusion, and responsible technology adoption.
Responsibilities
- Workforce and org strategy: Translate business and AI strategy into workforce plans that anticipate capability needs, capacity shifts, and operating model changes. Lead org design efforts, model future-state scenarios, and support restructuring and M&A integration with clear change plans and leadership alignment.
- Talent strategy and planning: Define talent, succession, and development strategies for critical roles and future capability needs. Lead talent reviews and performance calibration, identify high-potential talent, and partner with leaders to create targeted development actions that strengthen bench depth and retention.
- Talent acquisition and retention: Partner with Talent Acquisition to define hiring strategies for critical roles, improve quality of hire, and remove barriers that slow recruitment. Use retention insights to address risk areas early and ensure hiring decisions support long-term capability and business priorities.
- Engagement, Culture & Employee Experience: Translate engagement insights into action plans. Embed DEI into talent decisions. Partner with leaders on change management and culture building.
- Performance & Reward Excellence: Sponsor performance cycles (goal-setting, feedback, calibration). Ensure reward strategies support retention and performance. Coach leaders on accountability.
- Leadership Coaching & Change: Coach leaders on org effectiveness and team dynamics. Guide teams through transformation. Lead people change strategy for new tools and operating models.
- HR analytics and insights: Use people analytics, external benchmarks, and business data to identify trends, risks, and opportunities. Translate insights into executive-ready recommendations, build ROI models for people initiatives, and track outcomes to improve investment decisions over time.
- Operational Oversight: Ensure execution of core HR cycles. Guide complex employee relations and risk cases. Maintain compliance and coordinate across HR functions.
Key Deliverables
Workforce and capability plans aligned to business strategy. Org design and change plans. Talent and succession strategies for critical roles. Engagement action plans with measurable outcomes. Executive-ready recommendations supported by analytics. Successful sprint delivery that demonstrates clear business impact.
Requirements
Experience: 8+ years of progressive HR experience in a technology-driven environment.
Skills
- Expertise in org design, workforce planning, talent, performance, and culture.
- Ability to translate technology and AI strategy into people implications.
- Experience with people analytics and HR technology.
- Strong coaching, consulting, and influencing skills.
- Comfort operating in agile, squad-based, matrix structures.
- Practical understanding of DEI principles and inclusive decision-making.
Qualifications
Personal Attributes: Thinks strategically about people, technology, and business outcomes. Earns trust through insight, sound judgment, and accountability. Uses data and influence to drive business impact. Leads change with clarity and empathy. Actively shapes culture and champions inclusion. Thrives in cross-functional environments and stays current on talent trends, HR technology, and organizational effectiveness.
Pay
Compensation Range: $185K - $200K
Schedule
- Flexible working options
- Time off
Benefits
- Benefits and well-being programs
We need to ensure we didn't repeat job title. Good.
Check for any leftover boilerplate: removed "What’s Next Recruiter Video Call Hiring Manager Video Call Stakeholder Interview Senior Leader Final". That's application instructions; we removed.
Check for any duplicated lines: we kept key deliverables separate;
for prose. We need to preserve all substantive information; do not invent or summarize away detail. We need to remove boilerplate etc. Let's extract content: About Gen paragraph: description of company. Might be considered background but not required sections. Could be omitted? The instruction: preserve ALL substantive information; do not invent or summarize away detail. The About Gen is substantive but not part of required sections; we could still include it as a
before sections? The instruction says output only HTML fragment; we can include any content as
not under headings. Probably we should include the About Gen paragraph as a
at top. Then About The Role heading:
About the role
then prose. Then Key Responsibilities:Responsibilities
then list as- each bullet.
Key Deliverables maybe also part of responsibilities; but we could include as part of Responsibilities or separate? Since we have a Responsibilities section, we can include deliverables as part of that list.
About You: we need to map to Requirements, Qualifications, Skills. The posting has "Experience: 8+ years..." that's experience requirement. Then "Skills Expertise in org design, workforce planning, talent, performance, and culture. Ability to translate technology and AI strategy into people implications. Experience with people analytics and HR technology. Strong coaching, consulting, and influencing skills. Comfort operating in agile, squad-based, matrix structures. Practical understanding of DEI principles and inclusive decision-making." That's skills. Then "Personal Attributes ..." could be qualifications or maybe also skills. We could treat Personal Attributes as Qualifications.
Thus we can have:
Requirements
Experience: 8+ years of progressive HR experience in a technology-driven environment.
Skills
- Expertise in org design, workforce planning, talent, performance, and culture.
- Ability to translate technology and AI strategy into people implications.
- Experience with people analytics and HR technology.
- Strong coaching, consulting, and influencing skills.
- Comfort operating in agile, squad-based, matrix structures.
- Practical understanding of DEI principles and inclusive decision-making.
Qualifications
Personal Attributes: Thinks strategically about people, technology, and business outcomes. Earns trust through insight, sound judgment, and accountability. Uses data and influence to drive business impact. Leads change with clarity and empathy. Actively shapes culture and champions inclusion. Thrives in cross-functional environments and stays current on talent trends, HR technology, and organizational effectiveness.
Pay:Pay
Compensation Range: $185K - $200K
Benefits: from intro: "flexible working options and time off to competitive pay, benefits and well-being programs." Also earlier: "When you’re part of Gen, you’ll have the flexibility, tools and support to do your best work and grow your career – from flexible working options and time off to competitive pay, benefits and well-being programs." So we can put Benefits: flexible working options, time off, competitive pay, benefits and well-being programs. But note competitive pay already in Pay section; we could still mention benefits and well-being programs. Let's extract: "flexible working options and time off" (that's schedule/benefits), "competitive pay, benefits and well-being programs". We'll create Benefits section with list: flexible working options, time off, competitive pay, benefits and well-being programs. However competitive pay duplicates Pay; maybe we keep it but it's okay. Schedule: maybe we can include flexible working options and time off as Schedule. But we already used them in Benefits. To avoid duplication, maybe we put flexible working options and time off under Schedule, and benefits and well-being programs under Benefits. Let's decide: Schedule section: flexible working options, time off. Benefits section: competitive pay, benefits and well-being programs. But competitive pay is pay; maybe we keep Pay separate and Benefits just benefits and well-being programs. The instruction: never create Benefits unless posting actually states them. It does state "benefits and well-being programs". So Benefits section can include that. Pay section separate. Thus: Schedule: flexible working options, time off. Benefits: benefits and well-being programs. Now we need to ensure we don't create sections with filler like "not specified". All good. Now produce HTML fragment:About Gen Gen is a global company dedicated to powering Digital Freedom through its trusted consumer brands including Norton, Avast, LifeLock, MoneyLion and more. Our combined heritage is rooted in financial empowerment and cyber safety for the first digital generations, and today we deliver award-winning cybersecurity, online privacy, identity protection and financial wellness solutions to nearly 500 million users in more than 150 countries. Together, we share a collective passion and vision to protect consumers and help them grow, manage and secure their digital and financial lives. We’re always looking for smart, fearless and high-impact talent who see AI as a teammate – leveraging it to move faster and deliver meaningful results. When you’re part of Gen, you’ll have the flexibility, tools and support to do your best work and grow your career – from flexible working options and time off to competitive pay, benefits and well-being programs. At Gen, we are scrappy and relentlessly customer driven. We create room for healthy debate, experimentation and continuous learning, and we seek out people with different experiences, identities and ideas to join our team. You’ll work with people who back each other, respect each other and understand that our differences are a competitive advantage. If this sounds like you, we’d love you to be part of Gen.
About the role
The HR Business Partner at Gen is a trusted strategic partner to senior leaders who translates business and AI strategy into practical people strategies. This role owns the end-to-end talent agenda across workforce planning, acquisition, performance, engagement, culture, and retention, ensuring people priorities deliver measurable business outcomes. Working through cross-functional HR squads, the HRBP leads planning and execution that build organizational capability, improve decision-making, and create competitive advantage through people. Key focus areas include ownership of the end-to-end talent journey, trusted partnership with business leaders, integrated talent acquisition and retention strategy, engagement and performance outcomes, and a highly productive culture rooted in innovation, accountability, inclusion, and responsible technology adoption.
Responsibilities
- Workforce and org strategy: Translate business and AI strategy into workforce plans that anticipate capability needs, capacity shifts, and operating model changes. Lead org design efforts, model future-state scenarios, and support restructuring and M&A integration with clear change plans and leadership alignment.
- Talent strategy and planning: Define talent, succession, and development strategies for critical roles and future capability needs. Lead talent reviews and performance calibration, identify high-potential talent, and partner with leaders to create targeted development actions that strengthen bench depth and retention.
- Talent acquisition and retention: Partner with Talent Acquisition to define hiring strategies for critical roles, improve quality of hire, and remove barriers that slow recruitment. Use retention insights to address risk areas early and ensure hiring decisions support long-term capability and business priorities.
- Engagement, Culture & Employee Experience: Translate engagement insights into action plans. Embed DEI into talent decisions. Partner with leaders on change management and culture building.
- Performance & Reward Excellence: Sponsor performance cycles (goal-setting, feedback, calibration). Ensure reward strategies support retention and performance. Coach leaders on accountability.
- Leadership Coaching & Change: Coach leaders on org effectiveness and team dynamics. Guide teams through transformation. Lead people change strategy for new tools and operating models.
- HR analytics and insights: Use people analytics, external benchmarks, and business data to identify trends, risks, and opportunities. Translate insights into executive-ready recommendations, build ROI models for people initiatives, and track outcomes to improve investment decisions over time.
- Operational Oversight: Ensure execution of core HR cycles. Guide complex employee relations and risk cases. Maintain compliance and coordinate across HR functions.
Key Deliverables
Workforce and capability plans aligned to business strategy. Org design and change plans. Talent and succession strategies for critical roles. Engagement action plans with measurable outcomes. Executive-ready recommendations supported by analytics. Successful sprint delivery that demonstrates clear business impact.
Requirements
Experience: 8+ years of progressive HR experience in a technology-driven environment.
Skills
- Expertise in org design, workforce planning, talent, performance, and culture.
- Ability to translate technology and AI strategy into people implications.
- Experience with people analytics and HR technology.
- Strong coaching, consulting, and influencing skills.
- Comfort operating in agile, squad-based, matrix structures.
- Practical understanding of DEI principles and inclusive decision-making.
Qualifications
Personal Attributes: Thinks strategically about people, technology, and business outcomes. Earns trust through insight, sound judgment, and accountability. Uses data and influence to drive business impact. Leads change with clarity and empathy. Actively shapes culture and champions inclusion. Thrives in cross-functional environments and stays current on talent trends, HR technology, and organizational effectiveness.
Pay
Compensation Range: $185K - $200K
Schedule
- Flexible working options
- Time off
Benefits
- Benefits and well-being programs