Job Description:
The Principal HR Business Partner is a director-level individual contributor who serves as a strategic advisor to senior executives and business leaders on the organization’s most complex workforce, talent, culture, and organization effectiveness opportunities. This role leads high-impact HRBP work without direct people management responsibility and provides thought leadership across enterprise initiatives, business transformation, workforce planning, succession planning, and executive-level consulting. The role also mentors Senior HR Business Partners and HR Business Partners to strengthen strategic consulting capability across the HRBP team.
Responsibilities:
Executive and Strategic Advisory
- Serve as a trusted advisor to senior executives and business leaders on complex people, organization, and workforce matters.
- Translate business strategy into workforce, talent, culture, and organization effectiveness plans.
- Provide perspective on enterprise initiatives, leadership transitions, operating model changes, and strategic workforce decisions.
Enterprise Workforce and Organization Effectiveness
- Lead complex workforce planning, organization design, talent strategy, and change leadership work for high-impact business priorities.
- Identify enterprise-level talent risks, capability gaps, succession needs, and organizational barriers.
- Use workforce data, business insight, and stakeholder input to recommend practical, strategic solutions.
Mentorship and HRBP Capability Building
- Mentor Senior HR Business Partners and HR Business Partners on strategic consulting, executive influence, organization effectiveness, workforce planning, and business acumen.
- Model high-quality HRBP consulting through clear problem framing, data-informed recommendations, and disciplined stakeholder management.
- Create tools, approaches, or coaching moments that raise the capability and consistency of the HRBP team.
Change Leadership and Special Projects
- Lead or advise on enterprise-level change initiatives, restructures, integrations, leadership transitions, and major operating shifts.
- Help leaders anticipate people impacts, adoption risks, communication needs, and workforce implications.
- Partner with HR COEs to design integrated solutions for complex business challenges.
COE and Enterprise Integration
- Partner with Employee Relations, Reporting, HR Support Operations, Learning and Development, HR Systems, Total Rewards, and Talent Acquisition to align solutions to business strategy.
- Influence HR priorities by representing business needs, workforce trends, and executive stakeholder feedback.
- Ensure HR solutions are scalable, practical, and connected to measurable business outcomes.
Qualifications:
- Bachelor degree in Human Resources, Business Administration, Organizational Development, or related field required; advanced degree preferred.
- 10 or more years of progressive HR experience preferred, including significant strategic HRBP experience.
- Experience advising senior executives and leading complex workforce, talent, or organization effectiveness initiatives.
- Strong business acumen, executive communication, consulting, change leadership, and data interpretation skills.
- Demonstrated ability to influence without direct authority and mentor other HR professionals.
