HRBP Manager, Corporate Services

Position Summary

At Southland, we believe business performance and people performance are inseparable. As we continue to grow, evolve, and scale our business, we are transforming our People Function to serve as a strategic enabler of organizational success.

We are seeking a HRBP Manager – Corporate Platform to serve as the senior People advisor to enterprise functions including Finance, IT, Risk, Safety, Marketing, and other corporate teams that power our business. This role will partner closely with executive leaders to shape workforce strategy, strengthen leadership capability, drive organizational effectiveness, and lead people-related aspects of business transformation.

As a key member of both the People Leadership Team and Corporate Platform leadership community, this individual will influence enterprise-wide talent, succession, organization design, and change initiatives while leading a team of HR Business Partners and Senior HR Business Partners. The successful candidate will be a trusted advisor to executives, an enterprise thinker, and a skilled leader who can translate business strategy into workforce outcomes.

This is a unique opportunity for a strategic HR leader who is passionate about building high-performing organizations, developing leadership capability, and helping shape the future of a growing and increasingly complex enterprise.

• Serve as the senior People advisor to Regional Presidents, Business Unit Presidents, and executive leadership teams.
• Partner with leaders to translate business strategy into workforce and organizational strategies.
• Develop deep understanding of business operations, financial performance, growth objectives, and workforce challenges.
• Participate in annual business planning and strategic planning discussions.
• Provide insight and recommendations regarding workforce risks and opportunities.

• Lead workforce planning efforts for assigned business segments.
• Identify future workforce capabilities required to support growth strategies.
• Develop plans to address workforce, leadership, and succession risks.
• Partner with Talent Acquisition and Talent Management leaders to ensure workforce readiness.

• Lead organization design and organizational effectiveness initiatives.
• Assess organizational structures, spans of control, decision rights, and leadership effectiveness.
• Facilitate leadership team effectiveness discussions.
• Drive initiatives that improve organizational health, performance, and scalability.
• Serve as a consultant to leaders on organizational challenges and workforce productivity.

• Lead people-related aspects of organizational transformation initiatives.
• Support acquisitions, integrations, restructures, and leadership transitions.
• Develop and oversee change management strategies.
• Partner with executives to build organizational readiness and drive sustainable adoption.
• Guide leaders through complex change, while maintaining engagement and business performance.

• Facilitate executive talent reviews and succession planning discussions.
• Identify critical leadership and talent risks.
• Partner with Talent COEs to strengthen leadership pipelines.
• Support development of high-potential talent and future leaders.

• Partner with Talent, Total Rewards, Shared Services, Employee Relations, and People Operations leaders to develop integrated business solutions.
• Ensure enterprise People programs are effectively deployed within assigned business segments.
• Advocate for business needs while serving as a steward of enterprise priorities.
• Influence future People strategies through business insights and feedback.

• Lead, coach, and develop HR Business Partners and Senior HR Business Partners.
• Build organizational effectiveness, workforce strategy, and consulting capabilities within the HR Partnering team.
• Establish consistent standards, expectations, and practices across assigned client groups.
• Develop future HR leaders and succession pipelines within the People Function.