Senior Human Resources 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.