Senior HR Business Partner

Responsibilities

• Build trusted relationships with business leaders and serve as their primary People & Culture advisor.
• Partner with leaders to improve organizational effectiveness, team performance, and employee engagement.
• Anticipate organizational challenges and proactively recommend practical, scalable solutions.
• Coach leaders through organizational change, workforce planning, and leadership challenges.
• Influence business decisions through a people-focused perspective while balancing operational and business priorities.

Organizational Design & Workforce Planning

• Make organizational design recommendations (e.g., reporting structures, role design, spans of control) that will support business growth and drive operational efficiency.
• Serve as a resource for leaders through reorganizations, M&A integration, and workforce planning initiatives.
• Advises leaders on the trade-offs between various staffing strategies.
• Supports onboarding and successful integration of new leaders.

Performance Management & Employee Relations

• Serve as the primary advisor on routine employee relations matters.
• Lead the annual performance management cycle for assigned client groups.
• Guide leaders through performance conversations, coaching discussions, and performance improvement processes.
• Partner with leaders to recognize and reward high performance while addressing underperformance appropriately.
• Conduct workplace investigations as appropriate.

Compensation & Job Architecture

• Partner with leaders on organizational leveling and job design.
• Evaluate new and existing positions to ensure appropriate scope and internal alignment.
• Conduct market benchmarking and compensation analysis in partnership with the Director of Global People Operations.
• Develop and maintain job descriptions for client groups.
• Support annual compensation planning and promotional recommendations.
• Provide guidance on internal equity and market competitiveness.

Leadership Development & Organizational Effectiveness

• Design and facilitate leadership development programs, workshops, and training sessions on topics such as coaching, delivering feedback, performance management, and navigating difficult conversations.
• Develop tools, guides, and resources that strengthen leadership capability throughout the organization.
• Analyze organizational health through workforce metrics and survey results and offer meaningful recommendations to improve employee engagement, productivity, collaboration, and retention.
• Support change management initiatives associated with organizational growth, acquisitions, and strategic business initiatives.
• Help leaders prepare for annual talent reviews by ensuring an understanding of succession planning, how to identify high-potential, and development planning.
• Identify capability gaps and recommend targeted development solutions.

Qualifications

• Bachelor’s degree in human resources, Business Administration, Organizational Development, Communication or a related field.
• Eight (8) + years of progressive Human Resources experience, with at least five (5) + years as an HR Business Partner supporting business leaders.
• Demonstrated expertise across core HR disciplines, including leadership development and manager training, organizational design, workforce planning, employee relations and workplace investigations, compensation benchmarking and job evaluation, and California employment law compliance.
• Experience supporting organizations with 200 + employees, coupled with strong communication, coaching, facilitation, and stakeholder management skills.