MD HRBP

Lead strategic HR partnerships across the organization, collaborating with senior business leaders to align talent strategy, workforce planning, organizational effectiveness, and employee experience with core business objectives. Provide leadership across the HRBP team while ensuring enterprise HR strategies are translated into actionable people solutions that enable operational excellence and organizational performance.

• Acts as the primary strategic thought partner and senior HR advisor to business leadership (SVPs and VPs globally), aligning people strategies with business priorities, organizational goals, and workforce needs.
• Leads the HRBP team to execute a portfolio of talent projects, including leadership succession, critical capability development, and organizational restructuring and ensure consistent, high-quality delivery of HR services and strategic partnership across the organization.
• Partners with business leaders to design and implement high-impact strategic workforce plans, organizational designs, talent planning, succession management, and organizational effectiveness initiatives.
• Utilizes a consultative, hypothesis-driven approach to analyze financial, operational, and market data;
  Identifies root causes of performance gaps, whether they lie in strategy, process, structure, or capability.
• Provides leadership and oversight for complex employee and labor relations matters, partnering with Legal, Employee Relations, and business leadership to manage organizational risk.
• Serves as the strategic interface to HR COEs and translate enterprise HR strategies, programs, and COE initiatives into business-specific execution plans that meet the unique needs of the organization.
• Coaches and advises senior leaders on leadership effectiveness organizational change, team performance, and employee engagement.
• Leads organizational change initiatives, ensuring effective communication, stakeholder alignment, and successful adoption of new ways of working.
• Acts as a strategic filter between the business and HR, assessing unique divisional requests to prevent the proliferation of bespoke programs, and driving the adoption of existing core enterprise talent solutions for standard operational needs

• Bachelor’s degree/equivalent in Human Resources, Business Administration, Organizational Development, or a related field; advanced degree preferred

• 10 years of progressive HR Business Partner experience supporting large, complex organizations
• Proven experience partnering with executive and senior business leaders on workforce strategy, organizational effectiveness, and talent management initiatives
• Experience leading HR Business Partner team across multiple business functions or geographies
• Demonstrated experience supporting engineering, technical, operations, or corporate business functions preferred

• Extensive experience serving as a strategic HR Business Partner within large, complex, matrixed organizations.
• Proven experience partnering with executive and senior business leaders on workforce strategy, organizational effectiveness, and talent management initiatives.
• Strong understanding of organizational design, workforce planning, succession planning, leadership coaching, and employee engagement practices.
• Demonstrated success leading teams of HR professionals while balancing strategic partnership with operational HR delivery.
• High degree of financial and business acumen with a comfort in dissecting P&L statement, operational models, and strategic plans.
• Ability to leverage workforce analytics, business metrics, and organizational insights to influence strategic decision-making.

• Proven experience designing organizational structures, workforce strategies, and talent plans that enable business performance, organizational effectiveness, and future workforce readiness.
• Demonstrated ability to align executive leaders, HR Business Partners, COEs, and business stakeholders around strategic people initiatives, organizational priorities, and workforce decisions.
• Experience applying deep understanding of business strategy, financial drivers, and operational priorities to develop practical HR solutions that improve organizational performance.
• Proven experience leading organizational change initiatives, including restructures, workforce transitions, leadership alignment, and adoption of new ways of…