The Senior HR Manager (HRBP) serves as a strategic and hands-on partner to assigned corporate client groups, supporting the execution of talent and workforce strategies aligned to business priorities. This role partners closely with business leaders and collaborates across HR to deliver solutions in talent management, workforce planning, organization effectiveness, and change enablement. The Senior HR Manager manages a small team, providing day-to-day coaching, prioritization, and performance guidance while remaining actively engaged in HRBP delivery.

• Partner with business leaders to align people strategies with business priorities within assigned client groups.
• Support talent strategy and workforce planning efforts by translating business goals into actionable people plans
• Enable action plans to support talent strategy and workforce planning through creation of resources and toolkits for business partners
• Act as a trusted advisor to leaders by identifying talent risks and opportunities, recommending solutions, and supporting organization design decisions.
• Facilitate talent reviews, succession planning, and high-potential (HIPO) identification processes; help translate outcomes into development and mobility actions.
• Leverage people data and analytics to inform recommendations and support decision-making; contribute to storytelling that connects HR initiatives to business outcomes.
• Build strong relationships with stakeholders through regular engagement, effective communication, and delivery of high-quality HR support.

• Partner with HR Centers of Excellence (COEs) to deliver and implement enterprise HR programs and initiatives within client groups
• Support adoption of HR platforms, digital tools, and standardized processes that improve efficiency and scalability.
• Champion change management within HR initiatives, defining success metrics and tracking outcomes such as leader adoption, succession coverage, and readiness for critical roles.

• Lead HR projects and initiatives, ensuring timely execution and alignment with broader HR priorities
• Lead, coach, and develop a team of HR Managers and HR Specialists, building strong capability in strategic consulting, talent planning, and change leadership.

• Business acumen: Ability to translate enterprise strategy into workforce implications, quantify talent risks and connect HR investments to business outcomes. 
• Talent management: Proficiency in supporting succession planning, HIPO identification, leadership development and strategic workforce planning tailored to cross functional business contexts. Expected to own talent strategies for client groups and deliver measurable bench strength improvements. 
• Data judgment: Ability to interpret people analytics, craft data stories tied to business KPIs to influence decisions across client groups.
• Relationship management: Skill in building leader relationships, secure buy-in for strategic HR initiatives. Expected to act as equal thought partner to business leaders. 
• Strategic consulting: Consulting capability to diagnose performance gaps, design workforce solutions, guide leaders through tradeoffs and cocreate long-term talent plans. Expected to shape business decisions with workforce insight. 
• Agility: Aptitude for iterative problem solving, navigating volatility, and reprioritizing talent efforts quickly across multiple client groups during business shifts. Expected to guide teams through constrained optimization of competing goals. 

• A minimum of 5 years of proven HRBP / strategic talent experience supporting client groups in large, complex organizations, preferably including retail or other consumer-facing businesses.
• Demonstrated success in supporting the design/implementation of talent strategies
• Experience using people analytics and translating data into business recommendations
• Track record of partnering with senior leaders and influencing cross functional stakeholders (COEs, IT, Finance) to secure buy in and drive adoption of strategic initiatives. 
• Strong communication and storytelling skills, including experience delivering feedback and advocating HR value through leader success stories and measurable impact. 
• Education and credentials: typically, bachelor’s degree in HR, business, organizational development or related field; advanced degree or relevant certifications preferred where applicable.

NOTE: This job description is not intended to be all-inclusive. The duties described may be changed or reassigned at the discretion of management, and the employee may be required to perform duties that are not listed in the job description.