Job Description Summary

The Senior HR Business Partner (HRBP) plays a critical role in aligning people strategies with business objectives. This position partners closely with senior leaders to drive organizational effectiveness, talent development, and employee engagement. The ideal candidate combines strategic insight with hands-on execution, leveraging data-driven HR practices to enable business growth and transformation.

Job Description

Roles and Responsibilities

Business Strategy Alignment

• Partner with leadership teams to understand business priorities and provide strategic HR insights.
• Align talent and organizational development initiatives with business goals.
• Support critical business actions such as new product launches, channel transformation, and market expansion from an HR perspective.

Organizational Development & Change Management

• Conduct organizational diagnostics to identify structural and cultural improvement opportunities.
• Lead organizational design, process optimization, and culture transformation initiatives.
• Develop and execute comprehensive change management plans to ensure successful adoption of new strategies.

Talent Strategy & Leadership Development

• Drive talent reviews and succession planning to strengthen leadership pipelines.
• Design and implement leadership development programs to enhance strategic execution capabilities of mid-to-senior leaders.
• Develop retention strategies to mitigate risks of key talent attrition.

Data-Driven HR Decision Making

• Utilize HR analytics tools to generate actionable insights.
• Conduct workforce analytics including attrition forecasting, performance analysis, and recruitment effectiveness.
• Collaborate with HR Operations and Centers of Excellence (COEs) to advance data governance and decision-making.

Employee Experience & Engagement

• Design employee journey programs covering the full lifecycle: onboarding, growth, promotion, and exit.
• Identify organizational pain points through employee satisfaction surveys, exit interviews, and focus groups.
• Drive initiatives to embed company culture, strengthen manager communication, and build internal employer branding.
• Partner with HR Operations and Learning & Development teams to enhance employee growth and engagement.

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree preferred.
• 8+ years of progressive HR experience, with at least 3 years in a business partner or senior HR leadership role.
• Proven track record in organizational development, change management, and leadership development.
• Strong analytical skills with experience in HR data tools and workforce analytics.
• Excellent communication, influencing, and stakeholder management skills.
• Ability to thrive in dynamic, fast-paced environments and drive strategic HR initiatives with measurable impact.

Preferred Qualifications

• This role requires advanced experience in the Human Resources & Employee Human Resource Management.
• Strong oral and written communication skills. Demonstrated ability to analyze and resolve problems. Ability to document, plan, market, and execute programs. Established project management skills.

Note:

To comply with US immigration and other legal requirements, it is necessary to specify the minimum number of years' experience required for any role based within the USA. For roles outside of the USA, to ensure compliance with applicable legislation, the JDs should focus on the substantive level of experience required for the role and a minimum number of years should NOT be used.

Additional Information