Sr. HR Business Partner

SR HRBP JOB DESCRIPTION Corporate Functions - Finance & Legal Asurion helps people do more with their technology and stay connected. As the global leader of connected life services, we provide over 340 million consumers around the world with simple, helpful advice to get the most from their technology, support to fix any technology issues they have, and protection of their devices to ensure they quickly get a replacement or repair if anything does go wrong. When a customer's technology is confusing, doesn't work, or is broken, Asurion's 17,000 employees are focused on solving the problem, operating 24 hours a day, seven days a week, speaking six languages, and working across any device, platform, or provider. By partnering with leading retailers, mobile carriers and pay-tv providers, Asurion helps customers enhance their lives through their technology. The Senior Human Resources Business Partner (Sr. HRBP) owns the strategic HR plan for Corporate Functions, including the Finance and Legal organizations, and consults with leaders at all levels on talent, employee relations, leadership development, organizational design, and compensation. This is a complex client environment operating through continuous change, so the role carries real ownership: diagnosing organizational problems, designing the solution, and leading the change through to adoption. The Sr. HRBP serves as the principal HR partner to the leadership teams reporting to the Chief Financial Officer and General Counsel, spanning Accounting, FP&A, Tax, Treasury, Procurement, Internal Audit, Investor Relations, Real Estate, Legal, Compliance, Privacy, Regulatory, and Risk, and contributes to enterprise-wide HR initiatives beyond their own client group. Client and Team Support Dedicates most of time to the following key areas: Organization diagnosis, solution design, and management of change initiatives, including team transitions across functions and the leader readiness plans that make them land Uses engagement survey data, stay interviews, and other human capital metrics to build retention and engagement strategies for the client group, with particular focus on retaining credentialed and specialized talent such as CPAs, attorneys, and compliance and privacy professionals Partners with talent development teams to shape and deliver leadership development for the client group Leads or supports annual workforce planning, including client-specific recruiting requirements and spans and layers targets Leads or supports the annual performance management cycle, including goal setting, ratings calibration, and performance coaching Leads or supports annual rewards processes, including merit, bonus, recognition, and equity Partners with Total Rewards on market positioning and pay decisions for credentialed and specialized roles in competitive talent markets, such as CPAs, attorneys, and compliance and privacy professionals Leads or supports talent review, promotion, and succession processes, including Sr. Manager+ and critical role populations Drives adoption of Finance and Legal career frameworks and title architecture, including professional career tracks for accounting, finance, procurement, audit, legal, and compliance roles, job description accuracy, leveling decisions, and leader and employee enablement on career expectations Coaches senior leaders through the people implications of their decisions, and builds the trust that gets HR into those decisions early rather than after direction is set Leads or supports engagement and belonging efforts across the organization, including remote-inclusive practices Partners with leaders on capacity planning and employee well-being through cyclical peak periods such as month- and quarter-end close, earnings, audits, regulatory filings, transactions, and litigation Manages client-specific measurement and reporting for priority people and organization metrics Manages headcount requests and the approval process, and partners with recruiting on candidate selection Partners with internal communications on function-specific communications Handles employee relations issues not addressed by the Employee Relations team, including issue resolution, employee and management counseling, and performance improvement Exercises a high degree of discretion with highly confidential personnel and business matters, and manages the dual relationship with Employment Law, Compliance, and Internal Audit colleagues who are both client-group employees and advisors to HR Works with HR Analytics to bring hiring, attrition, and workforce data into business decision making Project and Other Cross-Functional Responsibilities Represents Corporate Functions (Finance and Legal) in HR planning sessions and enterprise initiatives Leads or contributes to HR-function-wide programs that scale beyond the client group, such as career framework rollout, talent review design, and stay interview programs Builds reusable HR assets and documentation that raise th #J-18808-Ljbffr