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As a Senior Manager, People Business Partner (PBP), you will serve as a strategic advisor to senior leadership, driving the development of talent strategies, optimizing organizational effectiveness, and enhancing overall people performance. You will take the lead in shaping the people strategy and ensuring its alignment with broader business objectives, while fostering a high-performance culture across the organization. This senior role requires deep expertise in talent management, organizational design, and change leadership, along with a strong ability to influence and guide the business through periods of transformation and growth.
Key Responsibilities:
- Partner with senior executives and leadership teams to design and execute forward-thinking talent strategies that directly support business growth, enhance organizational capability, and drive high performance across the business.
- Provide guidance on organizational design, people strategy, and talent architecture, ensuring seamless alignment between organizational needs, business priorities, and people-related initiatives at an enterprise-wide level.
- Serve as a trusted advisor to senior leaders, coaching them on complex people challenges, leadership development, and organizational effectiveness to elevate leadership capabilities and improve team performance.
- Lead the development and execution of comprehensive talent management strategies, including performance management, talent reviews, succession planning, and high-potential development, ensuring a pipeline of future leaders aligned with business needs.
- Lead efforts to define and implement strategic workforce planning initiatives, ensuring that talent acquisition, development, and retention strategies align with the organization’s evolving business goals and objectives.
- Work in close partnership with the broader People team to drive organizational culture initiatives that reinforce a high-performance mindset, foster employee engagement, and promote a collaborative, inclusive environment across all levels of the organization.
- Leverage advanced people analytics to provide actionable insights into workforce trends, employee engagement, retention, and other key performance metrics, driving data-driven decision-making at the senior leadership level.
- Take the lead in driving large-scale organizational change initiatives, partnering with senior leadership to manage transitions, maximize employee buy-in/mitigate resistance, and ensure smooth integration during periods of transformation, mergers, or acquisitions.
- Drive leadership development initiatives, including executive coaching and succession planning, ensuring that the organization’s leadership pipeline is robust, diverse, and ready to meet future business challenges.
- Oversee the design and strategic alignment of all talent development programs, working with internal teams to ensure that learning, career development, and mobility programs align with organizational priorities and foster continuous growth.
- Take ownership of improving organizational effectiveness, employee satisfaction, and overall workforce experience by developing and implementing targeted interventions based on a deep understanding of employee needs and business priorities.
- Collaborate with the senior leadership team to drive organizational alignment, ensuring that business strategies are supported by effective talent, leadership, and people practices that enhance both individual and collective performance.
Qualifications:
- Extensive experience (10+ years) in a senior People Business Partner or similar HR leadership role, ideally in a dynamic, high-growth environment.
- Strong expertise in organizational design, talent management, leadership development, performance management, and change management.
- Proven track record of influencing and partnering with senior leadership to drive strategic people initiatives.
- Exceptional business acumen with the ability to align people strategies with overarching business objectives.
- Expertise in leveraging data and analytics to drive decision-making and deliver people-related insights to senior leadership.
- Deep understanding of Diversity, Equity, and Inclusion (DEI) principles and best practices for creating inclusive workplace cultures.
- Proven ability to lead and influence large-scale organizational change and transformation efforts.
- Excellent communication, coaching, and stakeholder management skills.
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