Human Resources Business Partner (HRBP)

What You'll Do

• Strategic HR Leadership: Serve as a trusted advisor to senior leaders, partnering to understand business objectives and develop, implement, and evolve integrated people strategies that enable business growth and performance. Collaborate with People & Culture Centers of Excellence to align talent, organizational, and workforce strategies with business priorities while helping shape the evolution of People & Culture to meet changing organizational needs.
• Organizational Effectiveness & Change Management: Lead organizational design, transformation, and change management initiatives to drive business outcomes, enhance organizational effectiveness, and ensure successful adoption of new ways of working.
• Talent Strategy & Succession Planning: Own the talent strategy for assigned business areas, leading key talent processes including performance management, calibration, compensation planning, succession planning, talent reviews, and engagement action planning. Provide strategic guidance to leaders on succession, leadership capability, and critical talent decisions.
• Leadership Development & Coaching: Partner with Learning & Development and business leaders to identify organizational and leadership capability gaps and implement development solutions. Coach senior leaders on leadership effectiveness, team performance, employee engagement, and change leadership.
• Strategic Workforce Planning: Lead workforce planning efforts in partnership with Talent Acquisition and business leaders, including organizational design, headcount planning, succession risk assessment, capability building, reskilling/upskilling strategies, and initiatives that advance diversity, equity, inclusion, and belonging.
• Employee Relations & Leadership Advisory: Serve as the senior advisor on complex employee relations, performance management, and workplace issues. Partner with leaders to proactively identify and address organizational risks, enhance team effectiveness, and foster a positive, high-performing culture.
• People Analytics & Insights: Leverage workforce data, trends, and predictive insights to identify opportunities, mitigate risks, and influence strategic decision-making. Measure the effectiveness of talent and organizational initiatives and provide actionable recommendations to business leaders.
• Compliance & Risk Management: Ensure compliance with applicable employment laws, regulations, and company policies. Maintain expertise in HR best practices and advise leaders on evolving employment and workplace matters.
• People Leadership: May provide guidance, mentorship, and direction to HR Business Partners or other People & Culture team members while fostering collaboration across the People Operations function.
• Performs other duties as assigned.

What You’ll Bring

Education

• Bachelor's degree required; advanced degree in Human Resources, Business Administration, Organizational Development, or related field preferred.

Work Experience

• 10+ years of progressive experience in Human Resources, Talent Management, Organizational Development, or related disciplines.
• Significant experience serving as a strategic HR Business Partner supporting senior leaders and complex business functions.
• Experience leading organizational change, workforce planning, talent management, and employee relations initiatives.
• Experience in consulting, life sciences, healthcare, professional services, or other fast-paced, matrixed organizations strongly preferred.

Other Skills

• Demonstrated strategic business acumen and ability to align people strategies with business priorities.
• Executive presence with exceptional communication, influencing, and relationship-building skills.
• Proven ability to consult with and influence senior leadership and executive stakeholders.
• Strong organizational design, change management, and workforce planning expertise.
• Ability to balance strategic thinking with operational execution.
• Experience coaching leaders through complex organizational and people-related challenges.
• Strong analytical skills with the ability to translate workforce data into actionable business insights.
• Proven ability to lead through ambiguity and drive results in a dynamic environment.
• Ability to use sound judgment, navigate sensitive situations, and manage conflict effectively.
• Strong understanding of employment laws, HR best practices, and risk management principles.
• Demonstrated ability to lead cross-functional initiatives and influence without direct authority.
• High degree of integrity, professionalism, discretion, and commitment to confidentiality.