Senior HR Business Partner

This role requires a proactive, strategic mindset, strong business acumen, and the ability to lead through complexity with confidence and agility.

Your core responsibility is translating business priorities into a comprehensive, aligned people strategy , driving organizational effectiveness, talent management, and culture. Success requires a balance of deep HR expertise and business acumen, operating effectively in a fast-paced, data-driven environment while maintaining the operational rhythm necessary for organizational health

1. Strategic Partnership & Organizational Effectiveness

• Strategic Advisory: Act as a trusted consultant and advisor to senior leaders (VP level) on all talent and organizational matters, including organizational design, workforce planning, and business transformation.
• Organizational Design & Health: Partner with leaders to diagnose current and future organizational needs, contributing to the design, structure, and implementation of effective and agile operating models to optimize business performance.
• Change Management: Design and lead complex, large-scale change management initiatives (e.g., mergers, reorganizations, new technology adoption), ensuring smooth transitions and positive employee impact.
• Data-Driven Insights: Utilize HR metrics, business data, and organizational diagnostics to identify trends, diagnose systemic issues, and propose proactive, data-informed solutions.

1. Talent Management & Development

• Leadership Coaching: Provide high-impact coaching and consultation to senior leaders and managers to enhance their leadership effectiveness and drive a culture of accountability.
• Succession Planning & Talent Review: Lead and execute strategic talent management processes, including organizational talent reviews and succession planning, to ensure a robust and diverse talent pipeline for critical roles.
• Performance & Capability: Drive the performance management philosophy and mechanisms, advising on complex performance issues and building manager capability.

1. Operational Excellence & Risk Mitigation

• Complex Employee Relations: Manage and resolve complex employee relations issues, including investigations and performance interventions, partnering with legal counsel as needed.
• Operational Execution: Partner with HR Shared Services and Centers of Excellence (COEs) to ensure seamless execution of core HR processes (e.g., performance reviews, compensation cycles, and onboarding). This includes managing a small, essential component of tactical delivery to maintain compliance and organizational rhythm.
• Policy & Compliance: Ensure consistent and fair application of HR policies, procedures, and legal requirements across the business unit.

• Experience: 10+ years of progressive Human Resources experience, with a minimum of 5-7 years in a dedicated HR Business Partner role supporting mid-to-senior level client groups.
• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Business Acumen: Demonstrated ability to understand complex business models, financial goals, and operational challenges, translating them into people-centric solutions.
• Influence & Stakeholder Management: Proven ability to build trust, influence without authority, and manage relationships with senior executive stakeholders and cross-functional teams.
• Analytical Skills: Strong analytical and quantitative skills, with proficiency in leveraging HRIS systems and data for strategic decision-making and storytelling.
• Adaptability: Proven ability to thrive and make high-judgment decisions in a fast-paced, rigorous, and often ambiguous environment, characteristic of leading global tech companies.
• Experience in a large, global, matrixed organization, preferably within the technology or cybersecurity industry
• HR Professional Certification (e.g., SHRM-SCP or SPHR)