Senior Human Resource Business Partner

Job Description:

Senior Human Resource Business Partner

Job Summary:

The Senior Human Resources Business Partner (Sr. HRBP) serves as a strategic advisor to executive and senior leadership, aligning people strategies with business objectives to drive organizational performance. This role partners closely with leaders to develop and implement HR initiatives that enhance talent effectiveness, organizational capability, and overall business outcomes. The Sr. HRBP brings strong business acumen and deep HR expertise to influence decision-making and foster a high-performing, engaged workforce.

The ideal candidate has significant experience leading enterprise talent management initiatives, facilitating executive talent reviews and calibration discussions, advancing succession planning strategies, and coaching leaders through complex organizational and performance-related challenges.

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Key Job Responsibilities:

Talent Management & Development

• Lead enterprise-wide talent management processes, including succession planning, high-potential identification, leadership development, and workforce readiness planning.

• Facilitate talent review discussions with executive and senior leadership teams to assess organizational capability and future leadership needs.

• Drive leadership development initiatives that strengthen organizational bench strength and succession pipelines.

• Support leaders in building high-performing teams through coaching, feedback, and targeted development strategies.

• Utilize talent frameworks and assessment methodologies, including 9-Box reviews, talent segmentation, and succession planning tools, to guide talent decisions.

Performance Management

• Lead and continuously improve performance management processes, including goal setting, performance reviews, manager coaching, talent assessments, and development planning.

• Facilitate performance calibration sessions across functions and leadership teams to ensure fairness, consistency, and alignment in performance outcomes.

• Coach senior leaders and executives through complex performance management situations, including employee development, corrective actions, and succession readiness discussions.

• Analyze performance trends and recommend actions that improve organizational effectiveness and talent outcomes.

Strategic Partnership

• Partner with executive and senior leaders to identify, develop, and execute HR strategies that support business goals.

• Translate business objectives into actionable people plans that drive growth, performance, and organizational effectiveness.

• Provide insights and recommendations on workforce planning, organizational design, and talent strategy.

Organizational Effectiveness

• Diagnose organizational challenges and implement solutions to improve structure, processes, and team effectiveness.

• Lead change management efforts, ensuring smooth adoption of new initiatives and organizational transformations.

• Simplify and scale HR processes to improve efficiency and impact.

Employee Relations & Culture

• Serve as a trusted advisor to leaders and employees, balancing business needs with employee advocacy.

• Provide guidance on employee relations matters, ensuring fair and consistent application of policies.

• Champion organizational culture and values, reinforcing a positive and inclusive work environment.

Compensation & HR Programs

• Partner with leadership and HR centers of excellence on compensation, benefits, and rewards strategies.

• ·Ensure alignment of compensation practices with market trends and internal equity.

• Support implementation of HR programs and initiatives across the organization.

Business Acumen & Insights

• Develop a deep understanding of the business, industry dynamics, and key performance drivers.

• Use data and analytics to inform decisions and measure the effectiveness of HR strategies.