Senior HR Business Partner

Senior HR Business Partner page is loaded## Senior HR Business Partner locations:
New York, NY USA:
Newport Beach, CA:
Austin, TX USAtime type:
Full time posted on:
Posted Todaytime left to apply:
End Date:
January 26, 2026 (30+ days left to apply) job requisition :
R105449

PIMCO is a global leader in active fixed income with deep expertise across public and private markets. We invest our clients’ capital across a range of fixed income and credit opportunities, leveraging our decades of experience navigating complex debt markets. Our flexible capital base and deep relationships with issuers have helped us become one of the world’s largest providers of traditional and nontraditional solutions for companies that need financing and investors who seek strong risk-adjusted returns.

Since 1971, our people have shaped our organization through a high-performance inclusive culture, in which we celebrate diverse thinking.  We invest in our people and strive to imprint our CORE values of Collaboration, Openness, Responsibility and Excellence. We believe each of us is here to help others succeed and this has led to PIMCO being recognized as an innovator, industry thought leader and trusted advisor to our clients.
** Job Description
** The Human Resources Business Partner will serve as a trusted advisor and collaborative partner to senior executives across the Americas market. This role focuses on designing and executing innovative, data-driven talent strategies that attract, retain, and develop top talent aligned with PIMCO’s values of Collaboration, Openness, Responsibility, and Excellence.

The HR Business Partner will combine deep business insight with creative problem-solving to deliver tailored, sustainable HR solutions that drive organizational success and employee growth. This role requires a client-centric mindset, a passion for continuous improvement, and the ability to influence and inspire at all levels of the organization.
** Responsibilities
* ** Partner closely with business leaders to understand strategic objectives and create people strategies that enable business growth and agility.
* Build and maintain trusted advisor relationships across all organizational levels, providing consultative, strategic, and tactical guidance on organizational design, talent management, and workforce planning.
* Leverage data and analytics to inform decision-making, identify trends, and measure the impact of HR initiatives.
* Champion innovation by identifying opportunities to enhance business impact by fostering a culture open to new ideas and continuous learning.
* Coach and mentor managers and senior leaders to strengthen leadership capabilities and drive high performance.
* Collaborate effectively with Centers of Excellence (COEs) to align talent programs with business needs and ensure seamless execution of initiatives.
* Collaborate closely with the Employee Relations team to mitigate people-related risks, while proactively partnering with business leaders to identify potential risk areas early and implement preventative strategies to address issues.
* Lead and drive key HR projects from conception through to successful implementation, ensuring alignment with organizational priorities.
* Stay current on emerging HR trends, technologies, and best practices to continuously elevate the HR function.
** Requirements
* ** Bachelor’s degree from an accredited institution or equivalent professional experience required.
* Minimum of 10 years of progressive HR experience in organizational design, workforce planning, and talent management.
* Solid understanding of U.S. labor laws.
* Advanced proficiency with technology and a strong analytical orientation; skilled in Microsoft Excel, Outlook, PowerPoint, Workday, and HR analytics tools.
* Proven creative and innovative problem-solver, leveraging data-driven insights to address complex challenges.
* Demonstrates a client-focused mindset with exceptional interpersonal skills; able to establish credibility and influence a wide range of stakeholders.
* Adept at navigating ambiguity and complexity across functions and regions to deliver strategic alignment and impact.
* Track record of managing…