Human Resources Business Partner Manager

Important Application Submission Information

In order to ensure your application is successfully received before the job posting expires, please submit your application by 11:59 PM on Wednesday, July 15, 2026

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Job Summary

The HR Business Partner Manager is an individual contributor role responsible for supporting our Customer Strategy and Products and Services departments by working closely with the Executive Leadership Team members on continuing to evolve and execute the human resources strategy in support of the overall business plan.  This position provides a unique opportunity for an experienced HRBP to showcase their strategic consultation proficiency by working in a large matrixed organization.   

In this role, the incumbent serves as the primary liaison for business unit support on all HR initiatives. The incumbent will use their analytical skillset to deliver results through data driven decisions to influence senior management regarding key organizational and management challenges.  The incumbent is responsible for articulating human resource needs and translating them into action plans to ensure the sustainable success for the line of business, in the following areas: talent management, workforce planning, organizational culture and employee engagement, and compensation. In addition, the incumbent assists in the development, design, and implementation of enterprise plans, policies and practices that support the larger business unit and enterprise strategy.  The incumbent is accountable for driving collaboration and considering the broader organizational impact of business decisions.  

Responsibilities

• Consult with leaders to prioritize short- and long-term workforce requirements and prepare and execute talent plans that will enable business success and align with enterprise strategic objectives.

• Consult with leaders to determine the organization design that best supports and aligns with business and enterprise objectives, and orchestrate the processes and resources required to effectively execute the design decisions.

• Align and prioritize business-specific requirements with enterprise-wide HR initiatives to determine an approach that meets each constituent’s primary objectives.

• Align HR processes with business/function strategic objectives, identify risk-informed solutions and manage priorities.

• Work effectively with HR COEs providing specific, actionable input, design requirements and feedback on behalf of the business.

• Educate leaders about the business value and rationale of HR's services, solutions, and processes.

• Execute annual HR processes (e.g., Performance Impact, Merit & Incentive Review, Talent Review / Succession Planning & Workforce Planning).

• Consult with leadership on employee engagement and trends in employee behaviors and provide oversight and coaching to resolve complex employee relations issues and/or investigations, as needed.

Basic/Required Qualifications

• Bachelor's degree

• In addition to bachelor's degree, seven (7) years minimum of related work experience

Desired Qualifications

• HR call center support

• Seven (7) years of human resources business partner experience

• HR experience in a large company, supporting leaders in a matrixed organization

• Experience supporting corporate sides of business

• Experience with talent planning and succession planning strategy

• Experience providing strategic consultation to senior leaders on complex challenges

• Comfortable extracting/analyzing/manipulating Microsoft Excel to drive results through data

• Demonstrate Acumen - Apply depth of business-specific knowledge and linkages to enterprise-wide objectives to provide forward-looking counsel to leaders.

• Deliver with Excellence - Deliver maximum value to the business by prioritizing work and resources and proactively resolving any conflicts / obstacles that could inhibit successful outcomes.

• Discern & Advocate - Determine the business long-term talent, culture, and engagement needs, and promote with leaders and HR the proactive plan for effecti