Senior HRBP, Corporate Functions

The Senior HR Business Partner (HRBP) for Corporate Functions is a strategic advisor and trusted partner to senior executives in North America. This role aligns people strategies with business priorities, drives organizational effectiveness, and enables leadership success. Operating as a client-facing HR leader, the HRBP influences talent decisions, leads change initiatives, and ensures workforce readiness for the future.

Your Role

Strategic Business Partnership

Ÿ Serve as the primary HR advisor to senior executives in Corporate Functions; translate business strategy into clear people priorities and executable HR roadmaps.

Ÿ Shape talent and organization decisions with evidence‑based recommendations; balance enterprise needs with function‑specific realities.

Ÿ Coach senior leaders on talent decisions, team dynamics, and leadership behaviors; elevate leader effectiveness and team cohesion.

Organizational Effectiveness & Design

Ÿ Diagnose organization health, role clarity, spans/layers, decision rights, and ways of working; lead org design changes that increase agility and performance.

Ÿ Align structures, capabilities, and processes for scale, especially across North America operations and shared services.

Ÿ Facilitate leader actions from survey insights; close the loop with tangible changes to work environment and practices.

Talent Strategy, Development & Workforce Planning

Ÿ Lead talent reviews and succession planning for critical roles; strengthen bench depth and ready‑now leaders.

Ÿ Partner with TA and Talent COEs to ensure workforce plans (build/buy/borrow) meet future skill needs; drive internal mobility and targeted upskilling.

Ÿ Accelerate impact of senior hires through high‑touch onboarding and 90‑day integration plans.

HR Operating Excellence (Risk, Compliance & Employee Relations)

Ÿ Proactively manage complex ER matters with judgment and discretion; resolve issues to protect people and business.

Ÿ Ensure compliance with US and Canadian employment laws and Aptiv policies; advise leaders on risk and remediation.

Ÿ Orchestrate seamless delivery with Talent, Rewards, Learning, HR Operations, and Legal; hold yourself and partners to service and impact standards.

Ÿ Continuously simplify HR processes; improve cycle times, clarity, and user experience for leaders and employees.

Ÿ Champion Aptiv’s values; design engagement strategies that measurably improve experience, belonging, and performance.

Your Background

• Bachelor’s degree in HR, Business, Organizational Psychology, or related field

• 8–12 years progressive HR experience, with at least 5 years as an HRBP supporting senior executives in a global, matrixed environment.

• Demonstrated impact in org design, succession planning, leader coaching, engagement/action planning, and complex ER.

• Proficiency with HR systems (Workday) and workforce analytics; ability to synthesize insights for executives.

• Practical knowledge of US multi‑state employment practices and compliance. Preferred Experience

• Master’s degree (MBA, MS‑HR/OD) or relevant certifications (SHRM‑SCP, SPHR, ICF coaching).

• Experience leading people elements of transformations (shared services, digital enablement, operating model changes) or M&A integration.

• Familiarity with skills‑based talent approaches, internal mobility frameworks, and leader development.

• Comfort with data tools and experiment‑and‑learn methods to validate solutions Leadership Qualities / Core Competencies

• Curious: Actively seeks new knowledge, perspectives, and innovative solutions; challenges assumptions and anticipates future needs.

• Business Acumen: Understands Corporate Functions (Finance, Legal, HR, IT, Operations, Supply Chain, Sales & Marketing, etc.) and their enterprise impact; connects people actions to financial and operational outcomes.

• Executive Influence: Builds trust and shapes decisions at the senior level; frames trade-offs clearly and navigates ambiguity with sound judgment.

• Data-Driven Decision Making: Interprets analytics to diagnose problems and recommend actions; measures outcomes and iterates.

• Change Leadership: Guides leaders and teams through transformation; drives adoption and behavior change with clear narrative and routines.