Human Resources Business Partner

Human Resources Business PartnerThe Human Resources Business Partner is a director-level individual contributor who serves as a strategic advisor to senior executives and business leaders on the organization's most complex workforce, talent, culture, and organization effectiveness opportunities. This role leads high-impact HRBP work without direct people management responsibility and provides thought leadership across enterprise initiatives, business transformation, workforce planning, succession planning, and executive-level consulting. The role also mentors Senior HR Business Partners and HR Business Partners to strengthen strategic consulting capability across the HRBP team.Responsibilities:Serve as a trusted advisor to senior executives and business leaders on complex people, organization, and workforce matters.Translate business strategy into workforce, talent, culture, and organization effectiveness plans.Provide perspective on enterprise initiatives, leadership transitions, operating model changes, and strategic workforce decisions.Enterprise Workforce and Organization EffectivenessLead complex workforce planning, organization design, talent strategy, and change leadership work for high-impact business priorities.Identify enterprise-level talent risks, capability gaps, succession needs, and organizational barriers.Use workforce data, business insight, and stakeholder input to recommend practical, strategic solutions.Mentorship and HRBP Capability BuildingMentor Senior HR Business Partners and HR Business Partners on strategic consulting, executive influence, organization effectiveness, workforce planning, and business acumen.Model high-quality HRBP consulting through clear problem framing, data-informed recommendations, and disciplined stakeholder management.Create tools, approaches, or coaching moments that raise the capability and consistency of the HRBP team.Change Leadership and Special ProjectsLead or advise on enterprise-level change initiatives, restructures, integrations, leadership transitions, and major operating shifts.Help leaders anticipate people impacts, adoption risks, communication needs, and workforce implications.Partner with HR COEs to design integrated solutions for complex business challenges.COE and Enterprise IntegrationPartner with Employee Relations, Reporting, HR Support Operations, Learning and Development, HR Systems, Total Rewards, and Talent Acquisition to align solutions to business strategy.Influence HR priorities by representing business needs, workforce trends, and executive stakeholder feedback.Ensure HR solutions are scalable, practical, and connected to measurable business outcomes.Qualifications:Bachelor degree in Human Resources, Business Administration, Organizational Development, or related field required; advanced degree preferred.10 or more years of progressive HR experience preferred, including significant strategic HRBP experience.Experience advising senior executives and leading complex workforce, talent, or organization effectiveness initiatives.Strong business acumen, executive communication, consulting, change leadership, and data interpretation skills.Demonstrated ability to influence without direct authority and mentor other HR professionals.