HR Sr. Manager

Position Summary: The Senior Manager, Human Resources Business Partner (HRBP) partners with senior business leaders to drive people strategies that enable organizational effectiveness, talent outcomes, and business performance.
This role supports corporate functions such as Finance, Technology, Marketing, Legal, Talent Management, and Communications, and works closely with Vice President and Senior Director-level leaders to shape and execute people strategies, provide guidance on complex employee matters, and lead key talent initiatives. The Senior Manager HRBP operates with a high degree of independence, bringing strong business acumen and a proactive, solutions-oriented approach.

Operating in a fast-paced, matrixed environment, this role requires the ability to balance multiple priorities, navigate ambiguity, and influence decision-making to drive effective outcomes. This is an individual contributor role responsible for end-to-end HR support across assigned client groups.

Job Responsibilities:

Business Partnership

• Partner with senior leaders to understand business priorities and drive aligned people strategies 
• Build strong, trusted relationships and serve as a strategic advisor on organizational effectiveness, team dynamics, and leadership effectiveness 
• Anticipate business needs and proactively identify opportunities to improve team performance and engagement 
• Use data, insights, and business context to inform recommendations and influence decision-making

Talent Management

• Lead talent review, succession planning, and performance management processes for assigned client groups
• Drive talent outcomes by identifying risks, strengthening bench strength, and improving performance differentiation 
• Coach leaders on development, feedback, and performance management practices 
• Assess organizational health, including retention risk, team effectiveness, and leadership capability, and lead targeted actions to address gaps
• Compensation & Workforce Planning
• Lead merit planning, promotions, and organizational changes in partnership with Compensation and Finance for assigned client groups
• Provide guidance on pay decisions, internal equity, and market competitiveness 
• Ensure alignment to budget expectations while balancing retention and talent needs 
• Partner cross-functionally with stakeholders to drive aligned, informed decision-making

Employee Relations

• Provide guidance on complex employee relations matters, ensuring consistency, fairness, and alignment with company policies 
• Independently navigate sensitive and high-risk situations, applying sound judgment and business context 
• Partner with Legal and HR leadership as needed
• Organizational Design & Change Execution
• Lead organizational design efforts, including restructures, role clarity, and team effectiveness initiatives 
• Drive alignment and execution of organizational changes across a matrixed environment 
• Ensure clear communication and adoption of changes across supported teams

HR Process Leadership

• Lead execution of core HR processes, including performance cycles, talent reviews, and engagement initiatives 
• Collaborate closely with COEs to activate enterprise talent, learning, total rewards, and recruiting solutions in a consistent and effective way
• Serve as the connector between the business and the HR COEs, ensuring integrated solutions providing feedback both ways
• Ensure high standards of quality, consistency, and leader adoption 
• Identify and implement process improvements to enhance effectiveness and efficiency 
• Provide timely day-to-day HR support to associates and leaders, including employee inquiries, Workday transactions, and exit processes, ensuring a high-quality and responsive experience
• Demonstrate behaviors consistent with the Company’s Vision, Mission, and Values in all interactions with customers, co-workers, and suppliers
• Adheres to all company policies, procedures, and safety standards

Qualifications:

• Bachelor’s degree in Human Resources, Business, or related field 
• 7–10+ years of progressive HR experience, including direct HRBP support to senior leaders 
• Experience supporting corporate functions strongly preferred 
• Must meet company’s requirements for employment
• Knowledge, Skills & Capabilities
• Strong business acumen with the ability to connect people strategies to business outcomes 
• Proven ability to influence and build credibility with senior leaders 
• Experience navigating complex organizational dynamics with sound judgment 
• Strong understanding