Job Description: Senior HR Business Partner About the RoleThe Senior HR Business Partner (Level P4). In this role, you will directly support multiple senior leaders, businesses, and/or operating regions, looking around corners to identify and manage large-scale HR initiatives independently. Your primary objective is to increase the organizational health, culture, and capability of your client groups by designing and executing systemic human resources strategies.
While this role spans the full spectrum of HR business partnering, this specific position places a heavy emphasis on Organizational Development (OD), Change Leadership, and Design. You will combine deep business acumen with advanced consulting, diagnostics, and data analysis to architect scalable organizational structures, shape corporate culture, and build sustainable talent pipelines that align with the company's long-term global growth strategy. You will partner seamlessly with central Teams and Centers of Excellence (COEs)-including Recruiting, Compensation, Legal, and Talent Management-serving as a powerful champion for your business's operational needs.
Key Job Responsibilities1. Organizational Development, Design & Strategic Planning- Organizational Design & Future Proofing: Identify complex structural and organizational needs across multiple client groups. Lead design discussions with senior leaders to shape business capability, manage global/market expansions, and optimize structures for future scale.
- Change Leadership Frameworks: Design, architect, and execute comprehensive change management and localized communication frameworks for massive organizational shifts and restructures, ensuring smooth transitions and minimized friction across diverse regions.
- Execution Strategy Alignment: Analyze annual business strategies, metrics, and performance measurements (Annual Plans/KPIs) to provide data-driven feedback, prioritize tasks, and proactively establish matching HR performance goals.
- Strategic Advisory & Problem Solving: Consult with senior managers to diagnose the root causes of complex organizational issues, applying behavioral and systematic interventions to improve overall team effectiveness.
2. Company Culture & Leadership Principles Integration- Cultural Architecture & Alignment: Partner closely with business, site, or regional leadership to actively shape organization culture, identify systemic gaps, and implement targeted interventions to close them.
- Leadership Principle Adoption: Apply a deep understanding of Centific's Leadership Principles and values when consulting with employees and managers on performance management, coaching plans, team dynamics, and promotions. Build scalable strategies that ensure deep adoption of these values across all businesses and sites.
- Executive Coaching & Onboarding: Act as a trusted coach to senior leaders and managers of all levels, modeling elite leadership behaviors, increasing their leadership capability, and personally leading the strategic onboarding of new directors and executives.
3. Organizational Health & Employee Relations (ER) Governance- Data-Driven Diagnostics: Regularly monitor key organizational metrics and employee engagement data (including surveys, attrition, time/attendance, and LOA) to look for internal and external patterns, trends, or risks. Proactively use this data to influence leadership on recommended actions.
- Complex Employee Relations: Oversee the positive employee relations strategy. Independently manage, document, and resolve highly complex or sensitive workplace investigations in strict consultation with management and legal teams.
- Compliance & Legislative Integration: Lead the development of compliance initiatives and related change management plans. Look ahead at legislative shifts to systematically integrate new employment laws into internal HR policies and practices.
4. Talent Management & Workforce Planning- Headcount Governance & Tracking: Partner with Finance, Recruiting, and business leaders on Annual Plan headcount budgets and tracking. Approve new requisitions while verifying appropriate role types, leveling, and strict compliance with the organization design plan.
- Talent Process Oversight: Facilitate and lead multiple department or group-level talent reviews, ensuring senior managers remain accountable for talent discussion outcomes, succession planning, and forward-looking promotions at the Senior Manager and Director levels.
- Recruiting Process Consultation: Partner with Talent Acquisition to interpret hiring data, build talent assessment capabilities within the business, coach managers on the bar-raising recruiting process, and recommend hyper-localized or regional sourcing strategies.
- Internal Equity & Compensation Audits: Oversee internal compensation metrics, manage individual compensation exceptions, and drive organizational consistency to ensure total rewards programs balance internal equity with market competitiveness.
