Senior Manager, HR Business Partner

About the role

Serve as the primary People partner for an assigned business portfolio, translating business strategy into practical plans that support growth, performance, retention, and organizational health.

Lead workforce planning and organizational design, including headcount planning, succession, team structures, role clarity, and talent mobility.

Coach leaders on leadership effectiveness, performance accountability, feedback, team dynamics, conflict resolution, employee relations, and change leadership.

Execute core talent routines - performance calibration, talent assessment, career development, engagement action planning, and manager enablement.

Leverage people analytics across engagement, attrition, performance, and team health to surface insights and inform recommendations in partnership with HR COEs.

Develop practical, business-aligned solutions that address leader and team needs while thoughtfully assessing risk, compliance, employee impact, and long-term implications – navigating ambiguity with sound judgment and appropriate escalation.

Manage or mentor one HRBP, providing guidance, feedback, and support on day-to-day work and development.

Maintain strong knowledge of HR practices, policies, procedures, and employment requirements; partner with Legal and HR COEs to reduce risk and ensure compliance.

Support the adoption of HR technology and AI-powered tools within the team and client groups to improve efficiency and decision-making.

Responsibilities

• Translate business strategy into practical people plans, balancing business priorities with employee impact, compliance, and long-term organizational health.
• Lead workforce planning and organizational design, including headcount planning, succession, team structures, role clarity, and talent mobility.
• Coach leaders on leadership effectiveness, performance accountability, feedback, team dynamics, conflict resolution, employee relations, and change leadership.
• Execute core talent routines - performance calibration, talent assessment, career development, engagement action planning, and manager enablement.
• Leverage people analytics across engagement, attrition, performance, and team health to surface insights and inform recommendations in partnership with HR COEs.
• Develop practical, business-aligned solutions that address leader and team needs while thoughtfully assessing risk, compliance, employee impact, and long-term implications – navigating ambiguity with sound judgment and appropriate escalation.
• Manage or mentor one HRBP, providing guidance, feedback, and support on day-to-day work and development.
• Maintain strong knowledge of HR practices, policies, procedures, and employment requirements; partner with Legal and HR COEs to reduce risk and ensure compliance.
• Support the adoption of HR technology and AI-powered tools within the team and client groups to improve efficiency and decision-making.

Qualifications

• Bachelor's degree or equivalent experience required; SPHR, PHR, or SHRM certification preferred; 5–8+ years of progressive HR experience and 2–3+ years of people management experience; global and M&A experience a plus.
• Senior HRBP with deep expertise across employee relations, performance management, organizational design, workforce planning, talent development, compensation, and employment law.

Skills

• Data-driven and analytically strong, with the ability to identify trends, diagnose root causes, and recommend clear solutions — including comfort with HR technology and AI-assisted tools.
• Able to influence, challenge, and support leaders through complex people matters while helping teams navigate ambiguity and adopt new ways of working.
• Able to build strong relationships across HR COEs, Legal, business leaders, and cross-functional teams to deliver integrated, business-aligned solutions.
• Able to manage, coach, and develop HRBPs while fostering a team culture built on trust, feedback, accountability, and shared success.
• Able to lead, manage, and communicate programs, manage competing priorities, and communicate progress clearly to key stakeholders.

Benefits

• Healthcare benefits
• 401(k) plan and company match
• Paid vacation time and holidays
• Well-living programs
• Short-term and long-term disability coverage
• Basic life insurance
• Tuition reimbursement