Job DescriptionPosition Summary 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.
Position DetailsStrategic Business Partnership
- 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.
Workforce Strategy & Planning
- 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.
Organizational Effectiveness
- 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.
Change Leadership & Transformation
- 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.
Leadership Development & Succession
- 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.
Enterprise Partnership & COE Integration
- 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.
HR Partnering Leadership
- 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.
What Success Looks Like
- Business leaders view the HRBP Manager as a trusted strategic advisor.
- Workforce plans support business growth and future workforce needs.
- Leadership pipelines and succession readiness improve.
- Organizational effectiveness measures improve across assigned business segments.
- Acquisitions and organizational transformations are successfully integrated.
- Enterprise People strategies are effectively adopted and executed.
- HR Business Partners demonstrate increasing strategic capability and business impact.
Qualifications Required
- Bachelor's degree in Human Resources, Business, Organizational Development, Psychology, or related field.
- 12+ years of progressive Human Resources experience.
- 5+ years leading HR Business Partners, HR teams, or comparable strategic HR functions.
- Demonstrated experience supporting executive leaders and leadership teams.
- Expertise in workforce planning, organizational effectiveness, talent management, succession planning, and change management.
- Strong business acumen and ability to connect people strategies to business outcomes.
- Proven ability to influence and lead through complexity and ambiguity.
Preferred
- Experience supporting large-scale operational, construction, engineering, industrial, manufacturing, energy, service, or project-based organizations.
- Experience supporting mergers, acquisitions, integrations, or business transformations.
- Experience leading organization design and organizational effectiveness initiatives.
- SHRM-SCP, SPHR, or equivalent certification.
- Master's degree in Human Resources, Organizational Development, Business Administration, or related field.
Benefits As a 100% employee-owned company, we offer a comprehensive benefits package for you and your family:
- 401(k) plan with 50% company match (no cap) and immediate 100% vesting
- Medical, dental, and vision insurance (100% paid for employee)
- Annual bonus program based upon performance, achievement, and company profitability
- Term life, AD&D insurance, and voluntary life insurance
- Disability income protection insurance
- Pre-tax flexible spending plans (health and dependent care)
- Paid parental leave
- Paid holidays, vacation, and personal time
- Training/professional development opportunities and company-paid memberships for professional associations and licenses
- Wellness benefits
