Strategic HR Business Partner

Strategic (HRBP)

The Strategic (HRBP) serves as a strategic partner to business leaders across Cogency's global operations. The HRBP provides expert guidance on all people-related matters, from organizational design and workforce planning to talent development and employee relations, to enable high-performing teams and drive business success. Operating as both a consultant and change agent, the HRBP translates organizational goals into actionable people strategies, collaborating closely with the HR Operations team to implement solutions that support a strong, scalable culture in a rapidly growing environment.

Responsibilities

• Act as a trusted advisor to global functional leaders, understanding their business needs and providing data-driven insights on people strategy.
• Diagnose organizational challenges and deliver solutions that align the workforce with Cogency's growth objectives.
• Lead organization design efforts (e.g., restructuring, span-of-control analyses) and workforce planning discussions. Recommend and implement changes that optimize team structures, role clarity, and talent deployment across regions to meet short- and long-term business needs.
• Guide leaders through performance management processes, ensuring consistent application of Cogency's performance framework. Assist in setting clear performance goals, facilitate calibration sessions in partnership with HR for equitable outcomes, and oversee succession planning to identify and develop high-potential talent.
• Coach and support people managers and senior leaders in effective talent management and leadership practices. Provide insight and feedback to improve leadership effectiveness, team engagement, and to smoothly manage leadership transitions, driving a culture of continuous feedback and development.
• Lead HR aspects of change initiatives, including workforce transitions during reorganizations, M&A integrations, or process changes. Develop and execute change management plans that address communication, training, and cultural alignment. Ensure employees navigate change effectively, with minimal disruption and maximum engagement.
• Successful delivery of change initiatives (reorganizations, M&A integrations, leadership changes) with minimal disruption
• Employee engagement and stability through periods of change
• Leader adoption of new structures, processes, or operating models
• Timely, fair, and compliant resolution of ER matters and investigations
• Reduction in repeat or escalated employee relations issues
• Consistent application of policies and employment practices across regions

Requirements

• Bachelor's degree in human resources, Business Administration, or related field. 8+ years of progressive HR experience, with at least 3–5 years in an HR Business Partner or HR Manager role providing strategic support to senior leaders. Global or multi-region experience is essential.
• Demonstrated expertise in organization design, workforce planning, performance management, talent development, and employee relations. Strong knowledge of applicable employment laws and best practices across multiple geographies.
• Proven ability to understand complex business operations, interpret organizational needs, and drive HR strategies that improve business outcomes. Experience in a fast-paced, dynamic environment with ongoing change (e.g., restructuring, rapid growth, or integration scenarios).

Additional Information

Job Type: Remote, M-F Hours: 9 a.m. – 5 p.m.