Senior HR Business Partner

Who We Are:
Xponential Fitness, Inc. (NYSE: XPOF) is a leading global franchisor of health and wellness brands. Through its mission to make boutique health and wellness experiences accessible to everyone, the Company operates a diversified platform of six brands spanning across verticals including Pilates, barre, stretching, strength-training, metabolic health, and yoga. In partnership with its franchisees, Xponential brands offer energetic, accessible, and personalized workout experiences led by highly qualified instructors in studio locations across 49 U.S. states, Puerto Rico, and 30 countries globally. Xponential’s portfolio of brands includes Club Pilates, the largest Pilates brand in the United States; StretchLab, a concept offering one-on-one and group stretching services; YogaSix, one of the largest franchised yoga brands in the United States; Pure Barre, a total body workout that uses the ballet barre to perform small isometric movements, and one of the largest Barre brand in the United States; BFT, a functional training and strength-based program; and Lindora, a provider of medically guided wellness and metabolic health solutions. 

Job Overview

We are looking for a seasoned and strategic Senior Human Resources Business Partner to join our People and Culture team. This is not a typical HRBP role. The ideal candidate brings a high level of maturity, calm under pressure, and the ability to navigate change with credibility and confidence. This person will serve as a trusted advisor to senior leaders and play a critical role in helping teams thrive through ambiguity, rapid growth, and organizational change.

Our company is undergoing an enterprise-wide transformation. There is a high level of complexity, limited process maturity, and ongoing shifts in leadership. This environment requires a proactive HR champion who knows how to hold firm boundaries, offer clear counsel, and drive outcomes with empathy and clarity.

Key Responsibilities

Leadership Development

• Partner with senior leaders to assess leadership capabilities and implement targeted development programs.
• Coach executives and managers to strengthen leadership effectiveness and team performance.
• Facilitate leadership training sessions, executive coaching, and succession planning efforts.

Employee Relations

• Act as a trusted advisor to senior leaders, providing guidance on complex employee relations issues, conflict resolution, and compliance matters.
• Develop and implement best practices to foster a fair, transparent, and inclusive workplace.
• Oversee investigations and ensure alignment with company values and employment laws.

Workforce Planning & Talent Planning

• Lead workforce planning strategies to align talent needs with business growth and transformation.
• Implement succession planning frameworks to ensure a strong leadership pipeline.
• Help design a Talent Acquisition strategy to attract and retain high-caliber talent.
• Develop headcount forecasting models to proactively plan for future talent needs, ensuring alignment with business growth and financial objectives.

People Analytics & Insights

• Turn data into decisions. Act as a key interpreter of workforce data leveraging dashboards, reports, and predictive analytics to uncover actionable insights across critical dimensions such as turnover, internal mobility, productivity, DEI, engagement, and performance.
• Diagnose organizational health by using qualitative and quantitative data to surface root causes of issues like attrition, burnout, skill gaps, or team inefficiencies enabling proactive, data-informed interventions.
• Collaborate with business and HR leadership to define and track people-related KPIs that align with strategic business outcomes. Build and sociali