Sr Human Resources Business Partner Manager

Are you a forward thinking, influential HR leader ready to shape the people strategy for a complex, fast moving organization? As a Senior Human Resources Business Partner (Sr. HRBP) Manager, you will serve as a trusted advisor to executive leadership while guiding a team of HR Business Partners in delivering high impact, strategic HR solutions. In this role, you will translate business goals into comprehensive people strategies, applying deep HR expertise, strong business acumen, and data driven insights to drive organizational performance and long term workforce effectiveness.
You will lead sophisticated talent and organizational development initiatives, oversee complex employee relations and workforce planning, and champion large scale change efforts that strengthen culture and employee engagement. As a key influencer across the enterprise, you will build strong relationships with senior leaders, coach and develop HRBPs, and ensure the delivery of thoughtful, scalable HR practices grounded in sound judgment, integrity, and a commitment to operational excellence.
This role is ideal for a dynamic HR leader who thrives in ambiguous, rapidly evolving environments and who brings a balanced blend of strategic thinking, analytical decision making, execution, communication excellence, and cultural stewardship to elevate both people and business outcomes.

As SNC's corporate team, we provide the company and its business areas with strategic direction and business support spanning executive management, finance and accounting, operations, human resources, legal, IT, information security, facilities, marketing, and communications.
** Responsibilities:**·
** Strategic Leadership & Business Acumen
** Serve as a strategic advisor to senior leaders translating business strategy and operational priorities into integrated people and organizational strategies. Anticipate business and workplace challenges, challenge assumptions and influence leadership decisions improve organizational performance and execution.  ·
** Workforce Planning
** Lead workforce planning in partnership with business leaders, translating business strategy, operational demand and financial plans into short and long-term workforce requirements including headcount, critical skills, capabilities and talent needs. Leverage workforce analytics to identify gaps and risks and drive integrated actions across hiring, development, retention, succession, redeployment and organizational design.  ·
** Talent & Organizational Development
** Partner with leaders to assess organizational and talent capabilities, identify critical gaps, and drive succession, leadership development, career development and talent strategies aligned with future needs.  ·
** Change Leadership
** Guide leaders and teams through complex organizational change, building readiness, driving adoption, and fostering an adaptable, high‐performance culture by ensuring clear stakeholder alignment, effective communication, leadership readiness and successful adoption. Anticipate organizational impacts and resistance, proactively developing change and mitigation strategies that accelerate execution and sustain business performance.  ·
** Analytical Decision‐Making
** Leverage workforce, talent, organizational and business data to identify trends, diagnose root causes, evaluate risk, and provide actionable insights that improve business and people decision. Develop data driven recommendations and scenarios that enable leaders to evaluate trade-offs, prioritize actions, and measure organizational effectiveness.  ·
** Employee Relations & Judgement
** Provide strategic oversight and senior level guidance on complex and high-risk employee relations matters, in partnership with the Employee…