Job Overview

The Manager, Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to business leaders, driving the alignment of people strategies with organizational objectives. This role provides front-end HR support to assigned functions, partnering with leaders to develop talent strategies, enhance organizational effectiveness, manage change, and build high-performing teams.

The HRBP collaborates closely with HR Centers of Excellence (Talent Acquisition, Total Rewards, Learning & Development, Talent Management) and HR Operations to deliver integrated solutions that enable business growth, employee engagement, and organizational performance.

Job Requirements

Strategic Business Partnership

• Partner with directors, senior managers, and functional leaders to understand business priorities and workforce requirements.
• Translate business objectives into actionable human capital strategies that support growth and operational excellence.
• Provide organizational insights and recommendations to improve talent, structure, capabilities, and team effectiveness.
• Participate in business planning discussions and workforce reviews to ensure alignment between talent and business needs.
• Partner with matrixed, global HR organization to drop adoption of strategic business objectives at local level.

Talent Management & Succession Planning

• Lead talent review, succession planning, performance management, and development processes for assigned client groups.
• Identify critical talent gaps and partner with leaders to build robust succession pipelines.
• Support technical development of the organization through skills analysis and action plans to close critical technical gaps.
• Coach leaders on development planning, performance differentiation, and career progression strategies.
• Support the identification and development of high-potential talent.

Organizational Effectiveness & Change Management

• Advise leaders on organizational design, workforce restructuring, and team effectiveness initiatives. Manage, through support of local HR partners, necessary changes aligned with organizational changes.
• Lead and support change management efforts associated with business transformations, acquisitions, reorganizations, and growth initiatives.
• Facilitate leadership discussions regarding organizational health, culture, and employee engagement.
• Drive adoption of HR programs and organizational initiatives.

Employee Relations & Leadership Coaching

• Serve as a trusted advisor to managers on employee relations, performance concerns, workplace investigations, and policy interpretation.
• Partner with Legal and HR leadership to ensure fair, consistent, and compliant resolution of employee issues.
• Coach leaders on effective people management, conflict resolution, and employee development.
• Foster a positive and inclusive workplace culture.

Workforce Planning & Talent Acquisition

• Partner with business leaders to develop short- and long-term workforce plans.
• Collaborate with Talent Acquisition to support recruitment strategies and critical hiring decisions.
• Analyze workforce data and trends to identify talent risks and opportunities.
• Support onboarding and integration activities for new employees and leaders.

Employee Engagement & Culture

• Monitor employee engagement trends and facilitate action planning with leadership teams.
• Champion inclusion, diversity, and employee experience initiatives.
• Support employee listening programs and organizational culture efforts.
• Drive initiatives that enhance retention, leadership effectiveness, and employee satisfaction.

HR Governance & Compliance

• Ensure compliance with employment laws, company policies, and HR processes.
• Partner with HR Operations to deliver efficient and consistent HR services.
• Maintain appropriate documentation and support audit requirements.
• Analyze HR metrics and provide leadership with actionable insights.

What your background should look like

Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required.
• Master's degree preferred.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.

Experience

• 8-10 years of progressive Human Resources experience, including substantial HR Business Partner experience.
• Demonstrated experience supporting functional organizations such as Sales, Marketing, Engineering, Finance, Operations, Product Management, or Corporate Functions.
• Proven experience in talent management, organizational effectiveness, employee relations, workforce planning, and change management.
• Experience supporting leaders in a global, matrixed organization preferred.
• Experience influencing and partnering with leaders at Director and Senior Director levels

Knowledge, Skills & Competencies

• Strong business acumen and understanding of how talent strategies drive business results.
• Deep understanding of HR disciplines including talent management, employee relations, organizational effectiveness, compensation, and workforce planning.
• Strong leadership coaching and consulting skills.
• Demonstrated ability to drive change and influence stakeholders without direct authority.
• Excellent communication, facilitation, and relationship management capabilities.
• Strong analytical skills with the ability to interpret workforce data and identify trends.
• Ability to manage multiple priorities in a fast-paced environment.
• Proficiency with HRIS platforms, Microsoft 365 applications, and workforce analytics tools.

Competencies