Senior Manager, HR Business Partner

Role Purpose

The Senior Manager, HR Business Partner acts as a trusted strategic adviser to assigned business leaders, converting business strategy, workforce data and employee insight into integrated people decisions that strengthen organizational capability, leadership effectiveness, and commercial performance. The role is both strategic and hands-on: it partners with executives and HR specialist teams across workforce planning, organization design, talent, succession, performance, rewards, employee experience and change to deliver measurable people outcomes while also executing core people processes.

Role Scope

This role supports an assigned business unit, function, region, or leadership portfolio in a matrixed environment. Success depends on influencing business leaders, people managers, and HR specialist teams through partnership, data-driven advice, and direct program execution. The incumbent balances strategic people decisions with execution and delivery, connecting enterprise practices to local context while managing employee experience, risk, productivity, skills-based capability building and long-term organizational health.

Key Responsibilities

• Partner with business leaders to understand priorities, operating constraints, financial context and capability requirements, then translate those priorities into measurable workforce, talent, organization and culture interventions.
• Lead strategic workforce and skills-based planning by assessing headcount, critical skills, critical roles, spans and layers, performance, compensation and attrition trends; convert plans into hiring, resourcing, build-buy-borrow and productivity actions in partnership with Talent Acquisition and Finance.
• Facilitate talent reviews, succession planning, readiness calibration and critical-role continuity discussions; drive successor coverage, internal mobility and single-point-of-failure mitigation.
• Advice on organization design, role clarity, job architecture, operating-model changes and change-adoption plans.
• Coach leaders on performance management, leadership effectiveness, feedback, capability building and difficult conversations; strengthen inclusive, equitable and skills-based talent practices that build belonging, psychological safety and organizational culture.
• Diagnose retention risks using predictive insights and partner with Total Rewards, Finance and leaders on compensation, promotion and retention recommendations.
• Maintain a real-time view of employee sentiment, engagement, onboarding, career concerns and organizational climate; close the loop with actionable insights.
• Lead and govern annual and mid-year people processes including goals, performance, promotions, compensation, calibration and succession.
• Advise leaders on complex employee relations, conduct, policy interpretation, performance risk and workplace concerns in partnership with Employee Relations, Legal and HR Operations.
• Orchestrate HR Centers of Excellence and HR Operations to deliver integrated, consistent and scalable people solutions across the employee lifecycle.
• Leverage people analytics, predictive modeling and AI-enabled tools to surface workforce risks and opportunities; prepare executive-ready people insights, decision papers, case summaries, communication plans and action trackers.
• Help drive AI adoption, focusing on simplification with strong positive impact for the business.

Attributes

We have moved from legacy competencies to seven enduring AI-first attributes. As a Senior Manager, HR Business Partner, you are expected to demonstrate all seven and embed them into how you advise business leaders, design integrated people solutions, coach for leadership effectiveness, and drive measurable organizational…