Senior HR Business Partner

Responsibilities

• Serve as a strategic business partner to senior leaders, providing insights, challenging assumptions, and helping shape key business priorities.
• Coach and influence leaders at all levels through candid feedback, leadership development, and guidance on complex people and business challenges.
• Build leadership capability by identifying high-potential talent, strengthening succession plans, and creating meaningful development opportunities.
• Drive organizational effectiveness by improving team dynamics, leadership alignment, and cross-functional collaboration.
• Anticipate business and people risks, proactively developing solutions that help leaders navigate challenges before they arise.
• Champion an exceptional employee experience by simplifying processes, fostering a culture of feedback and accountability, and enhancing day-to-day engagement.
• Lead and evolve enterprise Learning & Development initiatives, emphasizing experiential learning, stretch assignments, and leadership growth over traditional training.
• Partner with leaders to identify organizational capability gaps and design scalable development strategies that align with business objectives.
• Influence decisions through strong business acumen, sound judgment, and a practical, solutions-oriented approach that balances business needs with people impact.
• Build trusted relationships across the organization by communicating with credibility, preparing thoroughly, and serving as a thoughtful advisor to senior leadership.

Requirements

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Psychology, or a related field (or equivalent experience).
• 7+ years of management experience, including at least 3–4 years as an HR Business Partner supporting leaders.
• Demonstrated experience designing, implementing, and evaluating Learning & Development initiatives.
• Knowledge of adult learning principles, instructional design, and leadership development.
• Strong understanding of core HR disciplines, including: Performance management, employee relations, talent management and succession planning, change management, workforce planning.
• Demonstrated ability to coach leaders through complex people-related challenges, including organizational change, conflict resolution, talent development, and performance improvement.