HR - HR Business Partner V

Job Title: Senior HR Business Partner (HRBP V) Job Type: Contract Duration: 12 months Work Arrangement: Hybrid Locations: Bellevue, WA; Menlo Park, CA; or New York, NY Interview Process: 2 rounds via Zoom, approximately 45 minutes each Travel: Rare domestic travel; no regular travel expected About the Role We are seeking an experienced Senior HR Business Partner (HRBP V) to serve as a strategic advisor to senior business leaders, including Director-, VP-, and SVP-level executives. This is a senior individual contributor role focused on aligning people strategy with business priorities, strengthening organizational effectiveness, and enabling leaders to build and develop high-performing teams. The ideal candidate brings extensive experience in strategic HR business partnering within a fast-paced technology company or similarly complex environment. This individual will operate at the intersection of business strategy and people strategy, using business acumen, organizational insights, and people analytics to influence decisions and deliver measurable business outcomes. The role requires a high degree of autonomy, sound judgment, and the ability to navigate ambiguity while partnering closely with executive leadership and cross-functional People teams. Key Responsibilities Strategic Business Partnership Partner directly with senior executives, including VP- and SVP-level leaders, to understand business priorities and translate them into effective people strategies. Serve as a trusted advisor to leadership on organizational effectiveness, workforce needs, talent strategy, and leadership challenges. Connect people-related decisions to broader business objectives, operational priorities, and organizational outcomes. Anticipate organizational challenges and provide practical, data-informed recommendations. Workforce Planning and Organizational Design Lead workforce planning and organizational design initiatives aligned with business strategy and evolving organizational needs. Assess organizational structures, roles, capabilities, and resource requirements to support business growth and effectiveness. Use quantitative and qualitative insights to diagnose organizational health, identify gaps, and recommend improvements. Support organizational transformations, restructures, and other significant business changes. Talent Management and Leadership Development Partner with leaders on talent strategy, succession planning, leadership development, and talent reviews. Support performance management, talent calibration, career development, and internal mobility initiatives. Coach leaders on developing talent, strengthening leadership capabilities, and building high-performing teams. Identify opportunities to improve talent outcomes, employee growth, and organizational capability. Change Management and Organizational Effectiveness Lead or support change management efforts related to organizational transformations, restructures, and evolving business priorities. Help leaders navigate ambiguity, communicate change effectively, and maintain organizational alignment. Develop actionable recommendations based on organizational health assessments, employee feedback, and workforce data. Support initiatives that improve team effectiveness, engagement, and overall organizational performance. Employee Experience, Culture, and Engagement Partner with leadership on culture, employee engagement, inclusion, and organizational health initiatives. Interpret employee survey results and other feedback to identify trends, risks, and opportunities. Develop action plans with leaders to address organizational challenges and improve employee experience. Provide guidance on employee relations matters and leadership decisions, applying sound judgment and relevant HR expertise. Compensation, Rewards, and Cross‑Functional Partnership Collaborate with Total Rewards and other People teams on compensation, rewards, and related talent decisions. Partner with Centers of Excellence (COEs) and cross-functional stakeholders to deliver integrated people solutions. Contribute to broader People initiatives and organizational programs that support business priorities. Mentor and support other HR business partners, sharing expertise and promoting effective HR practices. Required Qualifications 12+ years of progressive HR experience, including at least 8 years in HR business partnering or strategic HR roles. The required experience must reflect direct strategic HRBP experience and does not include time spent exclusively in employee relations, HR programs, or similar specialized functions. Demonstrated experience partnering directly with VP- and/or SVP-level executives in a fast-paced technology company or similarly complex environment. Experience supporting engineering, product, research, infrastructure, or other core business and technology functions. Deep expertise in at least three of the following areas: Organizational design and organizational effectiveness Talent management and succession planning Change management and organizational transformation Workforce planning Employee relations Executive coaching and leadership development Strong people analytics capabilities, including the ability to interpret workforce data, identify trends, diagnose organizational challenges, and develop actionable recommendations. Strong business acumen and the ability to connect people strategy with business priorities and measurable outcomes. Ability to work independently, exercise sound judgment, and operate effectively in ambiguous or rapidly changing environments. Bachelor's degree in Human Resources, Business, Organizational Psychology, or a related field. Preferred Qualifications Experience supporting engineering, product, or research organizations within a large-scale technology company. Experience working in infrastructure-related or other core business functions and supporting technology organizations across multiple areas. Experience in a large, global, matrixed organization. Master's degree or advanced professional certification, such as an MBA, MILR, SHRM-SCP, SPHR, or an ICF coaching credential. Experience supporting large-scale organizational transformations, restructures, or mergers and acquisitions (M&A). Familiarity with established people management systems, performance management practices, and talent philosophies in large technology organizations. Experience mentoring HR professionals and coaching leaders through complex organizational and talent decisions. Ideal Candidate Profile The ideal candidate is a senior strategic HR business partner who has worked in a large technology organization and can demonstrate direct, trusted partnerships with senior executives. They should bring strong experience supporting technical or infrastructure-related business functions, along with expertise across multiple HR disciplines. Candidates should be comfortable balancing strategic thinking with practical execution, using people analytics to influence leadership decisions, and driving organizational effectiveness in a complex, fast-moving environment. Interview Process Round 1: Zoom interview, approximately 45 minutes. Round 2: Zoom interview, approximately 45 minutes. #J-18808-Ljbffr Spectraforce Technologies, Inc.