The HR Business Partner Senior Advisor acts as a strategic partner and trusted consultant to business leaders, ensuring people strategies align with organizational goals. This role collaborates closely with assigned business units to drive performance, strengthen leadership, and support workforce development. By leveraging data-driven insights, the HRBP influences decision-making, enhances organizational design, and fosters a high-performance culture. Responsibilities include coaching leaders, engaging HR networks of expertise (NOEs), advancing succession planning, and shaping talent strategies to build future-ready capabilities.
Job Responsibilities:
- Acts as a strategic advisor to business leaders by deeply understanding business needs, providing coaching, and guiding effective people strategies that enable desired outcomes.
- Translates business strategies into HR and organizational priorities that support the company’s vision and objectives.
- Leads talent reviews and succession planning with senior leadership, building strong pipelines for future leadership roles.
- Designs and evolves organizational structures, processes, and culture within business units to enable transformation, scalability, and strategic growth.
- Partners with HR networks of expertise to deliver integrated programs, policies, and solutions that improve workforce effectiveness and the employee experience; serves as a bridge between business units and HR NOEs to ensure alignment and consistency.
- Collaborates with Talent Management to align business needs with talent strategies, including acquisition, retention, and employee development.
- Develops and executes change management strategies to support organizational agility and improved performance; works with leaders to foster a culture of innovation, collaboration, and excellence.
- Works closely with Employee Relations to proactively resolve workplace issues, ensure compliance, and guide leaders in applying effective HR practices that build a high-performing culture.
- Monitors and interprets workforce data (e.g., attrition, internal mobility, compensation) to identify trends and provide actionable insights to leadership and HR stakeholders.
- Creates and executes workforce planning strategies, advising on build/buy/borrow talent decisions that align with business priorities and budgets.
- May directly manage up to two employees, including oversight of hiring, succession planning, performance management, compensation, and career development. Ensures team effectiveness by removing barriers, balancing workloads, and maintaining a positive, high-performing work environment.
Requirements:
- 10+ years of Human Resource Management experience; preferably Business Partnership, Organizational Development or Leadership Development.
- Bachelor's Degree in Business, Human Resources, Organizational Development or related discipline.
