Senior HR Business Partner

Senior HR Business Partner

At Prologis, we don't just lead the industry—we define it with a 1.3 billion square foot portfolio and an annual throughput of approximately $3.2 trillion. We create the intelligent infrastructure that powers global commerce, seamlessly connecting the digital and physical worlds. From agile supply chains to energy solutions, our ecosystems help your business move faster, operate smarter and grow sustainably. With unmatched scale, innovation and expertise, Prologis is a category of one—not just shaping the future of logistics but building what comes next.

The Senior HR Business Partner partners with senior business leaders to improve organizational effectiveness, leadership and talent outcomes, and employee experience. The role translates business priorities into practical people plans and provides trusted counsel on organization design, performance, talent, change, and employee relations.

Alongside client-aligned HRBP responsibilities, this role will help build and deliver a Solutions HRBP model: a consistent, scalable approach to selected HR services across the U.S. The model will clarify which work is delivered by HRBPs, Talent and Learning, and HR Strategy and Operations; establish clear processes and handoffs; and improve service quality, consistency, and insight. This is strategic and case-based HR work, not a general coordination or inquiry-response function.

This individual contributor is expected to lead work independently, exercise sound judgment within established decision rights, and involve the VP of Human Resources on high-risk, precedent-setting, or executive-sensitive matters.

· Serve as a primary HR partner to assigned senior leaders and their teams.

· Translate business plans into people priorities, including organization design, workforce planning, talent, and change.

· Use workforce and organizational insights to advise leaders and track the impact of people actions.

· Partner with the VP of Human Resources and HR colleagues to define and build a scalable U.S. HRBP service model.

· Identify suitable work for consistent, centralized delivery, with clear ownership, service standards, escalation paths, and measures.

· Lead or deliver designated Solutions HRBP services, which may include investigations, performance management support, exit interviews and analysis, and career support.

· Coordinate the model's interfaces with Talent and Learning—for example, career coaching—and HR Strategy and Operations—for example, people analytics—so services have clear ownership and handoffs.

· Review themes, outcomes, and service data to recommend process improvements and identify systemic issues for leaders.

· Diagnose organizational needs and recommend interventions that improve role clarity, decision making, effectiveness, and culture.

· Support organization design and change efforts, including growth, transformation, and integration work.

· Help leaders communicate and implement changes with clear roles, expectations, and follow-through.

· Partner with leaders and Talent Management on performance, succession, development, and critical talent needs.

· Support leaders in addressing performance concerns consistently and effectively.

· Contribute to workforce planning and development plans for critical roles and talent pools.

· Conduct or lead investigations and advise on employee relations matters within assigned scope.

· Coach leaders through sensitive performance and workplace issues; recommend appropriate action and escalation.

· Identify recurring concerns and share themes that may call for broader process or leadership…