Purpose Statement
The VP of HR/ HR Business Partner (HRBP) serves as a strategic partner and enterprise leader, working with senior executives to translate business strategy into integrated people, organization, and culture solutions. This role enables sustainable business performance by shaping workforce strategy, organizational effectiveness, and leadership capability across a large, complex, and matrixed organization.
The HRBP operates as a strategic thought partner to senior leadership, leveraging data, insights, and enterprise HR capabilities to drive transformation, talent outcomes, and long-term organizational health.
Key Responsibilities
Strategic Business Partnership
- Act as a trusted advisor to senior leaders, influencing business strategy through enterprise workforce planning, organization design, and leadership effectiveness.
- Translate business priorities into integrated people strategies aligned with enterprise direction, growth, and culture.
- Apply deep understanding of business drivers, field dynamics, and external market dynamics to anticipate workforce implications.
- Represent the business unit’s perspectives in enterprise-level talent, workforce, and organizational discussions.
Talent & Organization Strategy
- Lead the development and execution of end-to-end talent strategies, including leadership development, succession planning, critical role management, and capability building.
- Partner with leaders to identify future skills and organizational capabilities required to deliver strategy.
- Drive organizational design, role clarity, and decision-right alignment to enable agility, accountability, and execution at scale.
- Ensure consistent application of leadership standards and talent practices across the business unit while allowing for business-specific nuance.
Change, Transformation & Culture
- Lead large-scale change management and transformation initiatives within the business unit, ensuring adoption, engagement, and sustained outcomes.
- Shape and reinforce a culture that supports performance, inclusion, accountability, and continuous improvement.
- Coach senior leaders through complex change, workforce transitions, performance challenges and organizational tension.
- Balance enterprise consistency with business until operating realities during periods of growth, transformation, and pressure.
Employee Experience & Engagement
- Champion a differentiated employee experience that supports attraction, engagement, development, and retention of top talent.
- Use listening strategies, engagement data, and analytics to diagnose systemic issues and drive leader-owned action plans.
- Serve as a steward of employee relations, ensuring fair, consistent, and compliant people practices.
- Partner with leaders to address employee experience challenges through leadership behavior, not just programs or initiatives.
Data, Insights & Decision Support
- Use people analytics and workforce insights to inform executive decision-making and organizational priorities.
- Establish and monitor success metrics for talent, engagement, and leadership effectiveness, and organizational health, translating into clear recommendations, actions and accountability for leaders.
- Elevate the use of predictive and scenario-based workforce planning to anticipate risk and opportunity.
Leadership, Collaboration and Influence
- Lead and develop an HR Business Partner team, setting strategic direction, priorities, and expectations.
- Integrate enterprise HR strategy with business strategy to drive competitive advantage.
- Anticipates shifts in business needs, workforce trends, and external environments to proactively position the organization.
- Build strong, trust-based relationships across the enterprise and with external stakeholders.
- Influences outcomes through collaboration and data-backed recommendations.
- Operates with broad latitude in decision-making, judgment and problem-solving
Required qualifications:
- Bachelor’s degree or equivalent
- Minimum of 15 years’ experience in a progressive Human Resources organization or relevant business environment.
- HR experience supporting commercial organizations.
- Comfortable working and collaborating in a matrixed, global growth-oriented environment.
- Ability to envision, drive and manage complex organizational change and development with relentless follow-through to ensure successful outcomes.
- Strong track record of people leadership, managing and developing HR teams. Demonstrated ability to deal with highly complex business challenges, both urgent short-term issues and long-term strategic actions.
- Experience with developing and implementing custom talent strategies across the various types of teams.
- A deep understanding of how to build talent in an organization both in terms of acquisition and development. Creating and deploying engagement and retention strategies.
- Commitment to defining and delivering diversity and inclusion strategies.
- Possess a deep understanding of diverse perspectives, an ability to create inclusive environments where all individuals feel valued and respected. Implementing initiatives that promote equity and belonging, as well as a track record of working effectively with people from a wide range of backgrounds.
- Previous experience in guiding, coaching and leading senior executives as a credible business advisor.
- Proven ability to influence and build consensus among senior leadership, effectively securing commitment and support for key initiatives.
Preferred qualifications:
- Exhibit an eagerness to challenge assumptions, stay informed about industry trends, and share insights to contribute to team growth and success.
- A proven track record of adapting to new information and technologies, coupled with a drive to deepen their knowledge in relevant domains, is essential for this role
- Demonstrated ability and understanding of the need to collaborate globally, across divisions, regions, and global functions.
- Excellent communication skills and ability to build strong global networks.
- Outstanding operational ability to navigate successfully between strategic agenda and purposeful execution.
- Entrepreneurial mind-set: not overly reliant on big company programs and discipline, demonstrated ability to take risk and to create from scratch as needed.
- Lead with intellectually curiosity, demonstrate a strong passion for continuous learning and problem-solving. The ability to ask thoughtful questions, research and analyze complex issues, and proactively explore innovative solutions.
- Demonstrated ability to make tough decisions when needed, being decisive yet open.
