Senior Human Resources Business Partner

Position Summary:

This role serves as a strategic HR Business Partner, driving business performance through effective people strategies. Partnering with senior leadership, you will leverage data, financial insights, and HR expertise to optimize workforce planning, organizational effectiveness, and employee engagement.

Balancing strategic advisory and hands-on execution, you will lead key initiatives across talent management, organizational design, and workforce cost management to deliver impactful business outcomes.

Essential Functions and Key Responsibilities:

1. Business Partnership & Strategic Advisory

• Partner with business and senior leadership to understand priorities, initiatives, financial requirements, and organizational structures, and translate these into people strategies.
• Analyze personnel costs and various employee data to provide meaningful insights and recommendations to senior leadership.
• Drive the development and execution of initiatives that contribute to business performance and employee engagement.
• Collaborate with key stakeholders (e.g., Total Rewards, Finance) to align people’s strategies with business needs.

2. Talent Strategy & Workforce Planning

• Lead the Talent Strategy function within business units, including programs, policies, and practices that foster a high-performance, employee-oriented culture.
• Identify opportunities and challenges in hiring, retaining, and developing talent.
• Provide guidance to managers on talent management and succession planning.

3. Workforce & Cost Management

• Manage headcount planning and governance in alignment with the Annual Operating Plan.
• Partner with leadership to optimize workforce allocation based on business strategy.
• Develop and manage personnel cost forecasts, ensuring that labor expenses are effectively controlled and remain within the approved budget.

4. Organizational Design & Team Effectiveness

• Partner with business leaders on organizational design and restructuring initiatives, including communication, timing, and workforce transitions.
• Work closely with leadership to structure and develop teams that maximize performance and employee engagement.
• Identify development and training opportunities to enhance employee capability and foster innovation.

5. Leadership Coaching & Employee Relations

• Advise and coach leaders and managers to enhance effectiveness in managing people and organizational challenges.
• Provide coaching and guidance to employees and managers on employee relations, performance management, policy interpretation, and HR matters.
• Build organizational credibility through strong employee relations expertise.

6. Performance Management & Employee Experience

• Lead performance management processes, employee/management counseling, and conflict resolution.
• Oversee investigations and employee care initiatives to ensure a fair and consistent workplace.
• Promote consistency, fairness, and alignment with company policies and culture to improve employee morale and productivity.

Education, Training, Professional Certification and Work Experience:

• 5~8 years of progressive Human Resources experience with strong capabilities and experience including employee relations, organizational development or performance management
• BS/BA degree Human Resources Management, Human Resource Development or Business Administration
• Experience developing creative, effective approaches to complex human resources challenges
• Experience partnering with business leaders at a senior level and driving growth and profitability

Knowledge and Skills Requirements

• Strong interpersonal and coaching skills. Ability to listen and provide meaningful counsel and coaching to business leaders, peers, and colleagues
• Demonstrated success with influencing senior leadership in relation to people and team matters
• Strong financial acumen with the ability to analyze personnel costs, headcount data, and workforce metrics to drive informed decision-making.
• Proven experience in budgeting, forecasting, and variance analysis related to labor costs.
• Ability to evaluate organizations, identify themes and work with leaders to identify HR solutions to increase effectiveness
• Excellent English communication skills, both verbal and written
• Advanced problem solving and analytical skills. Ability to exercise high judgment, particularly in narrow timeframes
• Ability to create an atmosphere where employees feel free to express concerns and suggestions. Must be able to actively listen, provide empathy, and maintain objectivity

#LI-YS1