Senior HR Business Partner

Role:

The Senior HR Business Partner (HRBP) serves as a strategic advisor to the Advisory Practice — the largest and fastest-scaling business unit within Acquisition.com. In this role, you will partner directly with executive leaders to ensure our people strategy accelerates business performance, organizational effectiveness, and sustainable growth.

The Senior HRBP operates as a true business partner — someone who deeply understands the goals, challenges, and operating rhythms of the Advisory Practice and translates those into effective talent strategies, leadership support, and scalable people systems.

You’ll work closely with senior leaders to strengthen team performance, coach and develop managers, navigate complex organizational dynamics, and ensure the business has the right structure, talent, and operating discipline to continue scaling.

The ideal candidate brings strong business acumen, sound judgment, and the ability to balance strategic thinking with hands-on execution. This role sits at the intersection of people, performance, and leadership — shaping the culture while ensuring the organization continues to grow with clarity, accountability, and excellence.

Responsibilities:

1. Strategic Business Partnership

• Partner with executive and senior leaders to develop and execute people strategies aligned with business goals.

• Provide thought leadership on organizational design, workforce planning, succession planning, and change management.

• Diagnose organizational challenges and implement scalable solutions.

• Serve as a trusted advisor and coach to leaders on performance, engagement, and leadership effectiveness.

2. Talent Management & Workforce Planning

• Lead talent review and succession planning processes.

• Drive high-performance culture initiatives.

• Partner on recruiting strategy for key roles.

• Identify capability gaps and implement development plans.

• Support workforce planning aligned to growth objectives.

3. Performance & Employee Experience

• Oversee performance acceleration processes and ensure accountability.

• Guide leaders through complex employee relations issues.

• Champion engagement strategies and culture initiatives.

• Ensure fair and consistent people practices across the organization.

• Use data and metrics to assess organizational health and drive improvements.

4. Leadership Development & Coaching

• Coach senior leaders to enhance effectiveness and team performance.

• Support development of emerging leaders.

• Facilitate workshops and leadership sessions as needed.

Results:

• Increased talent density across teams

• Clear accountability structures in every department

• High performance + low politics environment

• Improved organizational performance and productivity.

• Increased employee engagement and retention.

• Strong succession pipeline for critical roles.

• Reduced regrettable attrition.

• Effective execution of organizational changes.

Who You Are:

• You think like an operator first, HR second.

• You value results over comfort.

• You are comfortable making tough calls.

• You can influence strong personalities.

• You hold high standards and expect the same from others.

• You are direct, clear, and data-driven.

• You thrive in fast paced environments where expectations are high.

Requirements:

Experience

• 7–10+ years progressive HR experience

• 3–5+ years partnering directly with executives or founders

• Experience in a high-growth (scale-up) environment

• Proven success driving performance management systems

• Experience leading org design during growth phases

Skills

• Strong business acumen (understand P&L impact of talent decisions)

• Executive coaching capability

• Exceptional communication and influencing skills.

• Experience with organizational design and change management.

• Deep understanding of high-performance culture models

• Strong analytical skills and comfort with HR metrics

• High emotional intelligence and discretion.