Senior Strategic Human Resources Business Partner

About the role

The Senior Human Resources Business Partner (Sr. HRBP) plays a critical role in supporting the execution of key people strategies and programs across the organization. This role serves as a trusted advisor to leaders, providing guidance on organizational effectiveness, workforce planning, employee relations, organizational design, and talent strategies.

Responsibilities

• Partner with business leaders to align people initiatives with organizational objectives and operational priorities.

• Influence outcomes through collaboration across a decentralized and matrixed organization.

• Support change management, business transformation, restructuring, growth initiatives, and evolving organizational needs.

• Partner closely with the Compensation team to support the successful execution of compensation programs, processes, and annual cycles.

• Assist with sales incentive programs, spot award programs, and other recognition initiatives.

• Help ensure consistent application and understanding of compensation programs, guidelines, and practices across client groups.

• Partner with People Experience Team to support the implementation and adoption of talent, performance management, leadership development, and succession planning programs.

• Collaborate with leaders to establish meaningful goals, key performance indicators (KPIs), and performance expectations aligned with business objectives.

• Coach managers on performance conversations, employee development, feedback practices, and accountability.

• Support talent review and succession planning activities through leader consultation and program execution.

• Reinforce organizational talent initiatives through leader engagement, communication, and change management support.

• Lead and support employee relations matters, workplace investigations, performance improvement efforts, and conflict resolution activities.

• Coach leaders on employee relations issues, performance concerns, policy application, and risk mitigation.

• Build manager capability through ongoing consultation, training, and practical leadership support.

• Partner with leaders to improve team effectiveness, employee engagement, and workplace culture.

• Identify opportunities to improve, streamline, and scale HR programs, processes, and tools.

• Support the implementation of new HR initiatives, policies, and programs in partnership with HR Centers of Excellence.

• Lead and participate in cross-functional HR projects that enhance organizational effectiveness and employee experience.

• Provide feedback and insights to HR teams regarding business needs, program effectiveness, and opportunities for improvement.

Requirements

• Bachelor's Degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, or related field.
• 10+ years of progressive HR experience with significant experience in strategic HR business partnership, organizational design, workforce planning, compensation-related consulting, or organizational effectiveness.
• Demonstrated experience advising leaders on organizational structure, role design, workforce planning, and organizational effectiveness initiatives.
• Strong understanding of job architecture, position management, job description development, job leveling, career frameworks, and compensation philosophy.
• Experience supporting organizational restructures, workforce transformations, mergers, acquisitions, integrations, or large-scale organizational changes.
• Experience developing, implementing, and improving HR programs, processes, governance models, and talent initiatives.
• Experience leveraging HRIS platforms, workforce analytics, and organizational data to support decision-making.
• Demonstrated ability to influence decisions and drive results without direct authority.
• Strong project management, consulting, facilitation, and stakeholder management skills.
• Exceptional written and verbal communication skills, including executive-level presentations and business cases.

Qualifications

• Minimum qualifications include a Bachelor's Degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, or related field.
• Minimum of 10+ years of progressive HR experience with significant experience in strategic HR business partnership, organizational design, workforce planning, compensation-related consulting, or organizational effectiveness.
• Strong understanding of job architecture, position management, job description development, job leveling, career frameworks, and compensation philosophy.
• Experience supporting organizational restructures, workforce transformations, mergers, acquisitions, integrations, or large-scale organizational changes.
• Experience developing, implementing, and improving HR programs, processes, governance models, and talent initiatives.
• Experience leveraging HRIS platforms, workforce analytics, and organizational data to support decision-making.
• Demonstrated ability to influence decisions and drive results without direct authority.
• Strong project management, consulting, facilitation, and stakeholder management skills.
• Exceptional written and verbal communication skills, including executive-level presentations and business cases.

Skills

• Strategic thinking and problem-solving skills.
• Collaborative and consultative approach to HR.
• Strong analytical and data-driven capabilities.
• Excellent interpersonal and communication skills.
• Ability to manage multiple priorities and deadlines.
• Experience with HRIS platforms and organizational management tools.
• Knowledge of compensation philosophies and job architecture.
• Experience with organizational design and workforce planning.
• Ability to build and maintain strong relationships across functions.
• Experience with performance management and talent development.
• Experience with employee relations and conflict resolution.
• Ability to lead and coach managers.
• Experience with cross-functional HR projects.
• Ability to identify and implement HR improvements.

Benefits

Comprehensive benefits package including healthcare benefits (medical, dental, and vision), paid medical leave, a 401k plan with matching company contributions, vacation time, education assistance, student loan assistance program, eighty hours of paid sick leave time annually, and up to twelve weeks paid parental leave.

Pay

The anticipated base pay range for this position is $127,773 to $170,365. The actual base salary offered depends on a variety of factors, which may include as applicable, the qualifications of the individual applicant for the position, years of relevant experience, specific and unique skills, level of education attained, certifications or other professional licenses held, and the location in which the applicant lives and/or from which they will be performing the job.

Schedule

Hybrid home/office workplace, monthly “Free Fridays”, and early shutdowns on Fridays throughout the year (including half-days during the summer).