hr
Posted YesterdayHuman Resources Business Partner (HRBP)
On-site
Responsibilities
- Collaborate with People & Culture Centers of Excellence to align talent, organizational, and workforce strategies with business priorities while helping shape the evolution of People & Culture to meet changing organizational needs.
- Organizational Effectiveness & Change Management: Lead organizational design, transformation, and change management initiatives to drive business outcomes, enhance organizational effectiveness, and ensure successful adoption of new ways of working.
- Coach senior leaders on leadership effectiveness, team performance, employee engagement, and change leadership.
- Measure the effectiveness of talent and organizational initiatives and provide actionable recommendations to business leaders.
- Maintain expertise in HR best practices and advise leaders on evolving employment and workplace matters.
Requirements
- What You’ll Bring Education Bachelor's degree required; advanced degree in Human Resources, Business Administration, Organizational Development, or related field preferred. Work
- experience in Human Resources, Talent Management, Organizational Development, or related disciplines. Significant
- experience serving as a strategic HR Business Partner supporting senior leaders and complex business functions.
- Experience leading organizational change, workforce planning, talent management, and employee relations initiatives.
- Experience in consulting, life sciences, healthcare, professional services, or other fast-paced, matrixed organizations strongly preferred.
- Proven ability to consult with and influence senior leadership and executive stakeholders.
- Experience coaching leaders through complex organizational and people-related challenges.
- Proven ability to lead through ambiguity and drive results in a dynamic environment.
- Ability to use sound judgment, navigate sensitive situations, and manage conflict effectively.
- Strong understanding of employment laws, HR best practices, and risk management principles.
- Demonstrated ability to lead cross-functional initiatives and influence without direct authority.
- High degree of integrity, professionalism, discretion, and commitment to confidentiality.
Experience
- Experience 10+ years of progressive
Benefits
- Talent Strategy & Succession Planning: Own the talent strategy for assigned business areas, leading key talent processes including performance management, calibration, compensation planning, succession planning, talent reviews, and engagement action planning.
- Strategic Workforce Planning: Lead workforce planning efforts in partnership with Talent Acquisition and business leaders, including organizational design, headcount planning, succession risk assessment, capability building, reskilling/upskilling strategies, and initiatives that advance diversity, equity, inclusion, and belonging.
Additional details
- What You'll Do Strategic HR Leadership: Serve as a trusted advisor to senior leaders, partnering to understand business objectives and develop, implement, and evolve integrated people strategies that enable business growth and performance.
- Provide strategic guidance to leaders on succession, leadership capability, and critical talent decisions.
- Leadership Development & Coaching: Partner with Learning & Development and business leaders to identify organizational and leadership capability gaps and implement development solutions.
- Employee Relations & Leadership Advisory: Serve as the senior advisor on complex employee relations, performance management, and workplace issues.
- Partner with leaders to proactively identify and address organizational risks, enhance team effectiveness, and foster a positive, high-performing culture.
- People Analytics & Insights: Leverage workforce data, trends, and predictive insights to identify opportunities, mitigate risks, and influence strategic decision-making.
- Compliance & Risk Management: Ensure compliance with applicable employment laws, regulations, and company policies.
- People Leadership: May provide guidance, mentorship, and direction to HR Business Partners or other People & Culture team members while fostering collaboration across the People Operations function.
- Other Skills Demonstrated strategic business acumen and ability to align people strategies with business priorities.
- Strong organizational design, change management, and workforce planning expertise.