Lead HR Business Partner

POSITION SUMMARY:

The Lead HR Business Partner serves as a bridge between Senior HR Business Partners and HR leadership, playing a pivotal role in driving HR strategy and execution across the organization. This role acts as a trusted advisor to leadership, and a key driver of workforce planning, organizational design, employee relations, and talent development.

As a lead-level position, this role provides enhanced strategic oversight while maintaining hands-on involvement in HRBP responsibilities. The Lead HRBP will partner closely with senior leaders to align people strategies with business objectives, ensuring a high-performing, engaged, and agile workforce. Additionally, they will support the development of the HRBP team, strengthening capabilities and ensuring a consistent, high-impact HR approach across the organization.

PRIMARY RESPONSIBILITIES:

Strategic HR Partnership & Business Support

• Act as a primary HR partner to senior leaders, providing strategic counsel on workforce planning, organizational effectiveness, and leadership development.
• Guide talent strategies that align with business goals, ensuring leaders have the tools to manage, develop, and retain top talent.
• Drive succession planning efforts, identifying and preparing future leaders to ensure business continuity.
• Support and mentor HRBPs, providing coaching and guidance to elevate HRBP capabilities and effectiveness.

Workforce Planning & Organizational Design

• Assess organizational structure, talent gaps, and workforce needs, ensuring optimal alignment with strategic objectives.
• Collaborate with leadership on organizational design and workforce optimization, ensuring scalability and efficiency.
• Identify redundancies, inefficiencies, and opportunities to enhance team performance and optimize human capital.

Employee Relations & Performance Management

• Oversee high-complexity employee relations cases, partnering with leaders to drive fair and legally compliant resolutions.
• Implement progressive performance management strategies, ensuring a culture of accountability, development, and continuous improvement.
• Provide expert coaching to leaders on effective feedback, performance reviews, and talent management best practices.

Engagement, Culture & Leadership Development

• Partner with business leaders to foster a culture of inclusion, engagement, and high performance.
• Lead efforts to enhance employee experience and engagement strategies, ensuring alignment with company values and business priorities.
• Collaborate with Learning & Development to enhance leadership development programs, addressing key capability gaps within teams.

Change Management & Organizational Development

• Serve as a change leader, supporting major business transformations such as restructuring, M&As, and process improvements.
• Work closely with leadership to reinforce cultural alignment and manage organizational change initiatives.

HR Data & Analytics

• Utilize HR metrics and analytics to inform decision-making, track progress on key initiatives, and provide actionable insights to leadership.
• Monitor trends in attrition, engagement, and workforce planning, proactively addressing potential challenges.

Qualifications

• Bachelor’s degree.
• 10+ years of progressive HR experience, with at least 5+ years as an HR Business Partner in a fast-paced, high-growth environment (preferably in biotech, life sciences, or technology).
• Experience supporting senior leadership teams and implementing strategic HR initiatives.
• Strong expertise in organizational design, workforce planning, and talent development.
• Demonstrated ability to manage complex employee relations issues with sound judgment and discretion.
• Strong understanding of HR analytics and data-driven decision-making.
• Ability to influence and coach senior leaders, fostering strong business partnerships.
• Ability to travel ~15% of the time.

Knowledge, Skills, and Abilities

• Strategic thinker with a strong ability to execute HR initiatives that drive business impact.
• Exceptional problem-solving skills and ability to manage multiple priorities in a fast-paced environment.
• Strong leadership, coaching, and mentoring abilities, with a focus on developing HRBPs.
• Excellent verbal and written communication skills, with the ability to influence at all levels of the organization.
• High level of integrity, professionalism, and commitment to confidential

The pay range is listed and actual compensation packages are based on a wide array of factors unique to each candid