Hybrid/Remote: Pittsburgh Office Two Days per week / Three Days Remote
Position SummaryThe Strategic Senior Human Resources Business Partner serves as a trusted advisor and coach to senior leaders, aligning business priorities with people strategies that drive growth, performance, and organizational effectiveness. This role proactively identifies talent needs, mitigates organizational risk, strengthens leadership capability, and develops practical solutions that support both business objectives and the employee experience.
Partnering closely with leadership teams and HR Centers of Excellence, the Strategic Senior HRBP identifies both stated and emerging business needs, develops talent strategies for the assigned client groups, and advocates for those needs through enterprise-wide HR programs and initiatives. The ideal candidate combines strong business acumen, sound HR expertise, and the ability to translate data, insights, and organizational context into actionable recommendations.
What You'll DoAlign Talent Strategy to Business Priorities- Partner with senior leaders to translate 12-24 month business objectives into workforce, organizational, and capability plans.
- Develop talent strategies that support growth, succession, and long-term business goals.
- Anticipate future talent and organizational needs before challenges emerge.
Leverage Workforce Analytics- Utilize workforce data, business insights, and external market trends to identify risks, capability gaps, and opportunities.
- Translate data into meaningful recommendations that support business decision-making.
- Monitor organizational health indicators and recommend appropriate actions.
Coach and Develop Leaders- Serve as a trusted advisor to leaders on organizational effectiveness, talent management, employee relations, and leadership development.
- Provide coaching on performance management, employee engagement, and team effectiveness.
- Help leaders navigate complex people-related challenges with confidence and consistency.
Drive Talent and Succession Planning- Facilitate talent review, succession planning, and development discussions.
- Identify high-potential talent and strengthen leadership pipelines.
- Support career development initiatives that build organizational capability and retention.
Retain and Differentiate Critical Talent- Partner with leaders to identify and retain key talent.
- Drive meaningful differentiation in performance, compensation, promotion, and development decisions.
- Develop strategies to enhance employee engagement and retention.
Influence Enterprise HR Programs- Represent business needs and priorities during the design and implementation of HR programs, policies, and processes.
- Collaborate with HR Centers of Excellence to ensure solutions meet organizational and business requirements.
- Provide feedback and recommendations to improve the employee experience.
Lead Organizational Change- Support leaders through organizational change initiatives and restructuring efforts.
- Assess employee impact, identify risks, and develop mitigation strategies.
- Partner on change management planning and communications.
To Qualify for This Role, You Will Have- Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent professional experience.
- 12+ years of progressive HR experience, including 8+ years as an HR Business Partner supporting senior or executive leadership teams.
- Demonstrated experience in workforce planning, organizational design, talent management, leadership development, and change management.
- Strong knowledge of employment practices, HR policies, and applicable employment regulations.
- Proven ability to analyze workforce data and translate findings into business-focused recommendations.
- Experience supporting organizations within professional services, financial services, consulting, or other regulated environments.
- Advanced proficiency with Microsoft Office applications, HR analytics tools, AI platforms (Copilot, Claude, etc.), and enterprise HRIS systems.
- Experience coaching senior leaders and facilitating talent review and succession planning processes.
- Strong written, verbal, presentation, and interpersonal communication skills.
Preferred Qualifications- SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent HR certification.
Skills and Attributes for Success- Strategic Thinking - Connects talent and people strategies to future business needs and organizational priorities.
- Critical Thinking & Problem Solving - Identifies root causes, evaluates alternatives, and develops practical solutions to complex challenges.
- Coaching & Consulting Excellence - Effectively advises leaders on talent, performance, organizational effectiveness, and employee matters.
- Influencing Skills - Builds credibility and gains alignment through partnership, evidence-based recommendations, and business relevance.
- Confidence in Challenging Conversations - Navigates difficult conversations with professionalism, candor, and accountability.
- Business Acumen - Understands commercial drivers, financial performance, and strategic objectives within the supported business areas.
- Data-Informed Decision Making - Uses workforce insights and analytics to shape recommendations and measure success.
- Curiosity and Learning Agility - Demonstrates a genuine interest in understanding the business, its clients, and its people.
What Working at ACA OffersWe offer a competitive compensation package that rewards performance and recognizes the value you bring to our organization. Our comprehensive Total Rewards program includes:
- Medical, dental, and vision coverage
- 401(k) retirement savings plan
- Flexible work environment
- Generous paid time off programs
- ACA Paid Holidays
- Summer Fridays
- Personal and Family Care leave
- Additional paid and unpaid leave options
- Student Debt Forgiveness benefits
- Pet Insurance
- Resources that support your physical, financial, and emotional well-being
