Senior Human Resources Business Partner, T&O and AI Group

What is the opportunity?

As the Senior HRBP for AI Group, reporting to the VP of HR, Technology & Operations and AI Group, you will bring a consulting-grade lens to HR partnership, diagnosing organizational problems, designing solutions, and driving implementation. This role positions you as a strategic business partner to Operating Committee (OC) members and their Senior Leadership teams, with core accountability for organizational design, organizational effectiveness, and transformation leadership alongside traditional talent and people strategy responsibilities.

As the Senior HRBP for AI Group, reporting to the VP of HR, Technology & Operations and AI Group, you will bring a consulting-grade lens to HR partnership, diagnosing organizational problems, designing solutions, and driving implementation. This role positions you as a strategic business partner to Operating Committee (OC) members and their Senior Leadership teams, with core accountability for organizational design, organizational effectiveness, and transformation leadership alongside traditional talent and people strategy responsibilities.

• Bring a consulting-grade lens to HR partnership — Diagnose organizational problems, design solutions, and drive implementation. Partner effectively with Leaders and HR experts to provide strategic advice and counsel on resolving people-related issues. Be conversant with HR data and analysis to inform decision-making and recommend actions around talent, engagement, diversity and inclusion, and organizational outcomes.
• Lead org design and org effectiveness work as a core part of the role — Diagnose how teams and functions are actually working and build plans to improve them. Help Leaders utilize organizational levers—structure, systems, leadership, and culture to achieve desired results and engagement. Design and implement organizational structures (spans, layers, role architecture) to enable business strategy.
• Drive transformation and change at pace — Own adoption of organizational changes, not just announcement. Lead change at scale across complex, multi-stakeholder environments, understanding adoption, resistance, and how to move organizations through transformation from design through embedded outcomes.
• Enable the people strategy for the group — Work with the leadership team to acquire, assess, and develop talent for today and tomorrow. Recommend ways to develop people to perform current roles and prepare them for future roles, including informal 1:1 dialogues and managing performance, development, and succession cycles. Provide feedback, coaching, and formal development recommendations to leaders themselves.
• Execute HR and business strategy — Understand both HR’s People and Culture strategy and the business strategies your leaders are designing. Determine people and organization implications, anticipate impacts, and be an active force in imagining how strategies apply locally. Drive the execution of initiatives within the teams you support.
• Orchestrate CoE and TED resources — Deliver against business priorities by leveraging Centers of Excellence and talent enablement resources.

• Consulting skills with org design expertise — Structures ambiguous problems; designs and implements org structures (spans, layers, role architecture); brings hypotheses, frameworks, and data to every conversation
• Executive presence and business acumen — Comfortable presenting to and challenging senior leaders; understands business models and where people decisions create or destroy value; brings thought leadership and acts as a sounding board for senior leaders
• Organizational effectiveness and change leadership — Diagnoses how teams are actually working, leads change at scale, drives complex multi-stakeholder initiatives from design through embedded outcome, and owns adoption
• Workforce planning and talent strategy — Partners with leadership to translate market and organizational realities into strategic talent choices; uses scenario modeling to test assumptions and illuminate trade-offs in talent investment and deployment decisions
• Strategic problem-solving…