Senior HR Business Partner

Who we are:

Xponential Fitness is the largest global franchisor of health and wellness brands. The portfolio of brands includes Club Pilates, the nation's largest Pilates brand; CycleBar, the nation's largest indoor cycling brand; StretchLab, a concept offering one-on-one and group stretching services; YogaSix, the largest franchised yoga brand; Pure Barre, a total body workout that uses the ballet barre to perform small isometric movements; Rumble, a boxing-inspired full-body workout; BFT, a functional training and strength-based fitness program; and Lindora, a metabolic health brand. Through the Company’s  brands and the On-Demand virtual platform, XPLUS, Xponential Fitness continues to push their mission forward to make health and wellness accessible to everyone.

Summary:

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 socialize dashboards that make data accessible, relevant, and actionable for key stakeholders.

Performance Management:

• Design and execute performance management processes that drive accountability, career growth, and high performance.
• Partner with leaders to identify and address performance gaps,