Senior People Business Partner

Senior People Business Partner

The Senior People Business Partner serves as a strategic partner to business leaders, connecting people strategy with organizational goals and business outcomes. This role goes beyond day-to-day HR support to provide proactive guidance on organizational health, talent strategy, employee relations, team effectiveness, and organizational development.

The Senior People Business Partner will support a portfolio of business units and is expected to develop a deep understanding of their goals, challenges, people, and organizational needs. This role requires the ability to operate effectively in a fast-paced environment where processes and systems may continue to evolve.

The ideal candidate is a strategic thinker, strong relationship builder, and proactive problem solver who is comfortable navigating ambiguity, building solutions, and managing multiple competing priorities.

Key Responsibilities

• Build trusted relationships with business leaders and their teams, serving as a strategic thought partner on organizational health, talent strategy, and team effectiveness.
• Develop a thorough understanding of supported business units, including their goals, challenges, business models, and organizational priorities.
• Anticipate business and people needs and proactively connect People initiatives to business outcomes.
• Partner with leaders to build high-performing and engaged teams through organizational design, succession planning, performance management, and leadership development.
• Navigate complex employee relations matters with sound judgment, empathy, consistency, and appropriate legal awareness.
• Lead and support people-related change initiatives, communicating change clearly and helping leaders guide their teams through organizational transitions.
• Collaborate across the People function and contribute to continuous improvement of People programs, processes, and practices.
• Drive end-to-end execution of People programs across supported business units, including performance cycles, engagement initiatives, compensation planning, and related programs.
• Identify gaps in People processes and infrastructure and develop practical solutions to address them.
• Apply strong analytical and People expertise to diagnose business needs, recommend solutions, and navigate complex organizational challenges.
• Use data and business insight to influence senior leaders and support effective decision-making.
• Stay current on HR trends, tools, and best practices and identify opportunities to improve People processes and organizational effectiveness.

Basic Qualifications

• Bachelor's degree or equivalent professional experience.
• 4–6 years of HR Business Partner or People Business Partner experience, preferably within a fast-growth SaaS or technology environment.
• Demonstrated ability to build trusted advisory relationships with senior and C-suite leaders.
• Ability to quickly learn a business, understand organizational priorities, and connect People initiatives to business outcomes.
• Strong experience handling complex employee relations matters with sound judgment and appropriate urgency.
• Exceptional written and verbal communication skills, with the ability to communicate effectively across audiences ranging from individual contributors to executives.
• Strong organizational agility and the ability to manage a broad portfolio of priorities while maintaining precision and follow-through.
• Demonstrated resilience, adaptability, and composure in a fast-moving environment.
• Strong commitment to helping leaders, employees, and teams succeed.

Preferred Qualifications

• Experience working in a high-growth startup or organization undergoing significant organizational change.
• Track record of building or improving People programs and processes.
• Experience supporting global or international business units.
• Workday proficiency, including HCM, Recruiting, or Talent.
• Exposure to mergers and acquisitions, rapid headcount growth, or organizational redesign.
• Demonstrated ability to approach complex organizational challenges with energy and a solution-oriented mindset.
• Strong consultative experience influencing senior leaders through insight, data, and expertise rather than authority.

TCWGlobal is an equal opportunity employer. We do not discriminate based on age, ethnicity, gender, nationality, religious belief, or sexual orientation.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.