HR Business Partner Senior II

Primary Purpose This position leads and delivers complex enterprise Talent and Culture initiatives that strengthen culture, enable talent strategy, enhance the employee experience, and support change adoption. Translates priorities into integrated programs, practices, and experiences. Partners across HR, leaders, and stakeholders to support workforce needs and drive adoption of key people initiatives in a fast‑paced, enterprise environment. Provides specialized, enterprise‑aware HRBP expertise that shapes how the business plans, develops, and deploys talent over multiyear horizons. Influences strategy, standards, and governance. Operates with significant autonomy and impact. Duties and Responsibilities Leads and delivers enterprise Talent and Culture initiatives by planning and executing large‑scale programs (e.g., engagement, leadership development, mentorship, workforce experience, and culture efforts), managing complex projects, and translating strategy into actionable plans, governance, and deliverables that enable consistent, scalable execution. Drives cross‑functional integration and solution delivery by partnering across HRBPs, COEs, Communications, business leaders, and vendors to assess needs, align stakeholders, develop business cases, and deliver integrated solutions that strengthen culture, leadership, and employee experience. Enables adoption, insights, and operational rigor by supporting employee listening and action planning, advancing culture and change efforts, monitoring risks and progress, and ensuring compliance with regulatory requirements to sustain enterprise priorities and improve workforce experience. Builds multiyear people strategies aligned to business roadmaps, including capability build, leadership pipelines, and location strategy. Leads organization effectiveness assessments. Partners with Compensation on pay architecture, role design, and incentive alignment for strategic initiatives. Oversees complex investigations or restructurings with ER and Legal; ensures fairness, documentation, and risk control. Defines talent segmentation and mobility strategies; measures progression and bench strength. Establishes governance rhythms for performance, succession, and workforce planning across the client group. Sponsors culture and engagement programs; sets goals and evaluates impact. Coaches senior leaders on leadership behaviors, team dynamics, and change leadership. Performs other duties as assigned. #J-18808-Ljbffr Sempra