Senior HR Business Partner

<p><strong>Position Overview:&nbsp;</strong></p> <p></p> <div>We are excited to introduce a newly created Senior HR Business Partner role, partnering directly with the Senior Leadership Team (SLT) to drive organizational effectiveness, leadership capability, and strategic workforce planning across the business.&nbsp;Central to the role is holding senior leaders accountable for their own growth as leaders: coaching them with the same rigor they are expected to apply to their teams, so that as leaders level up, their team’s level up alongside them. You will help drive effective people practices by balancing business priorities with employee experience and will play a key role in evolving Diligent’s HR operating model toward more strategic, AI-enabled ways of working. The ideal candidate is collaborative, business-minded, and solutions-oriented, with strong judgment, communication skills, and the ability to build trusted relationships with senior stakeholders – while being direct enough to hold them to account.</div> <p><strong>Key Responsibilities </strong></p> <ul> <li>Serve as a senior strategic HR partner to the Senior Leadership Team (SLT) for an assigned business unit or regional pod, leading org design, talent planning, succession planning, and coaching.</li> <li>Develop the people strategy for the business unit or function you support, in partnership with senior leadership, translating business strategy and objectives into a people plan that delivers maximum impact.</li> <li>Lead strategic workforce planning for the business unit — including how work is organised across people and AI agents — and navigating the balance between building AI capability and developing the human skills needed for the future in an AI-first organisation.</li> <li>Partner with the HR Director on implementation and functional roll-out of the broader people strategy.</li> <li>Lead the business unit’s talent and performance cycles, including goal-setting/OKR cadence, SLT-level calibrations, compensation review for the SLT-and-below population, and 9-box grid review.</li> <li>Drive turning workforce, engagement, and performance data into insight that drives real business impact, using OHI, pulse, and talent analytics to inform decisions rather than just report on them.</li> <li>Coach SLT members and hold them accountable for their own growth and their teams’ development, ensuring leaders level up their people while delivering their OKRs.</li> <li>Hold senior leaders accountable for role-modelling the standards expected of their teams, giving direct feedback when leadership behaviour is holding a team back, and following up to confirm it changes.</li> <li>Own escalated and senior-level employee relations investigations, acting as the escalation point for higher-risk cases before they re