Senior HR Business Partner

Responsibilities Serve as a strategic business partner to senior leaders, providing insights, challenging assumptions, and helping shape key business priorities. Coach and influence leaders at all levels through candid feedback, leadership development, and guidance on complex people and business challenges. Build leadership capability by identifying high-potential talent, strengthening succession plans, and creating meaningful development opportunities. Drive organizational effectiveness by improving team dynamics, leadership alignment, and cross-functional collaboration. Anticipate business and people risks, proactively developing solutions that help leaders navigate challenges before they arise. Champion an exceptional employee experience by simplifying processes, fostering a culture of feedback and accountability, and enhancing day-to-day engagement. Lead and evolve enterprise Learning & Development initiatives, emphasizing experiential learning, stretch assignments, and leadership growth over traditional training. Partner with leaders to identify organizational capability gaps and design scalable development strategies that align with business objectives. Influence decisions through strong business acumen, sound judgment, and a practical, solutions-oriented approach that balances business needs with people impact. Build trusted relationships across the organization by communicating with credibility, preparing thoroughly, and serving as a thoughtful advisor to senior leadership. Requirements Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Psychology, or a related field (or equivalent experience). 7+ years of management experience, including at least 3–4 years as an HR Business Partner supporting leaders. Demonstrated experience designing, implementing, and evaluating Learning & Development initiatives. Knowledge of adult learning principles, instructional design, and leadership development. Strong understanding of core HR disciplines, including: Performance management, employee relations, talent management and succession planning, change management, workforce planning. Demonstrated ability to coach leaders through complex people-related challenges, including organizational change, conflict resolution, talent development, and performance improvement. #J-18808-Ljbffr Socket.dev