The People Partner, Senior Manager is an individual contributor role which serves as a strategic advisor to senior leaders within a fast-paced, matrixed organization undergoing significant transformation. This role is responsible for aligning people strategies to business priorities, enabling organizational effectiveness, and driving measurable business outcomes through data-informed insights and best-in-class HR practices. This individual operates with strong business acumen, proactively leads through change, and partners cross-functionally with business leaders and People Team Centers of Excellence (COEs) to deliver scalable, high-impact solutions.

Focus Areas Strategic Business Partnership 

• Serve as a trusted advisor to executive and senior leadership, translating business strategy into actionable people initiatives 
• Build deep understanding of business drivers, financial performance, and operational priorities to influence decision-making 
• Lead workforce planning efforts aligned to growth, efficiency, and transformation objectives 

Transformation & Change Leadership 

• Lead and support enterprise and business unit-level transformation initiatives (e.g., restructuring, operating model evolution, org design) 
• Guide leaders through ambiguity and change, ensuring clear communication, adoption, and minimal disruption 
• Champion a culture of agility, accountability, and continuous improvement 

Cross Functional  Leadership & Collaboration 

• Navigate a complex, matrixed environment, influencing without direct authority across functions 
• Partner closely with COEs (Talent, Total Rewards, Learning, Talent Acquisition, HR Operations) to deliver integrated solutions 
• Ensure alignment and consistency in HR practices while adapting to business-specific needs 

Data-Driven Insights & Storytelling 

• Leverage HR and business data to identify trends, risks, and opportunities 
• Translate analytics into compelling narratives that drive leadership action and business outcomes 
• Conduct audits of people data (e.g., headcount, spans/layers, compensation, attrition) to ensure accuracy and inform decisions 

Execution Excellence 

• Drive execution of key HR processes (performance management, talent reviews, succession planning, engagement, compensation cycles) with rigor and discipline 
• Ensure alignment between talent outcomes and business priorities 
• Monitor progress against key people metrics and adjust strategies as needed 
• Identify and partner with assigned business units to deliver people initiatives and monitor progress and influence actions for best in class employee experience.  

Talent & Organizational Effectiveness 

• Assess organizational health and effectiveness; recommend and implement improvements 
• Partner with leaders to build high-performing teams, strengthen leadership capability, and enhance employee experience 
• Identify critical talent risks and develop mitigation strategies 

​Risk Mitigation & Employment Law  

• Ensure all people-related decisions align with applicable employment laws and regulatory requirements by advising and coaching leaders on compliant practices, thorough documentation, and consistent policy application, mitigating risk and safeguarding the organization against legal exposure. 

Qualifications 

Experience: 

• 10 years of progressive HR experience, including senior HRBP roles 
• Experience in high-growth, transformative environments 

Business Acumen: 

• Strong understanding of financials, business operations, and value drivers
• Ability to connect HR strategy to impact growth, and operational performance 

Data & Analytics: 

• Advanced capability in interpreting and auditing HR data 
• Experience using data to influence senior stakeholders and drive decisions 

Change & Influence: 

• Strong track record leading through complex change and transformation
• Exceptional stakeholder management and influencing skills 

Execution & Agility: 

• Ability to balance strategic thinking with hands-on execution 
• Comfortable operating in fast-paced, evolving environments with shifting priorities 

Key Competencies 

• Strategic thinking with operational execution 
• Organizational design and effectiveness 
• Change leadership and resilience 
• Stakeholder influence in matrix environments 
• Data-driven decision making and storytelling 
• Collaboration across COEs and business leaders 

Success Measures 

• ​Improvement in key people metrics (engagement, retention, leadership effectiveness) 

• Effective execution of transformation initiatives 
• Strength of leadership bench and succession pipeline 
• Demonstrated impact on business performance through talent and organizational strategies 
• Quality and consistency of HR delivery across the business 

All of our jobs come with great benefits including healthcare, parental leave and opportunities for career advancements. Some offerings are dependent upon the location of where you work and can include the following:

• Comprehensive full medical, dental and vision Insurance

• Basic Life Insurance at no cost to the employee

• Company paid short-term and long-term disability

• 12 weeks of 100% paid Parental Leave

• Health Savings Account (HSA)

• Flexible Spending Accounts (FSA)

• Retirement savings plan

• Personal Paid Time Off

• Paid holidays and company-wide Wellness Day off

• Paid time off to volunteer at nonprofit organizations

• Pet friendly office environment

• Commuter Benefits

• Group Pet Insurance

• On the job training and skills development

• Employee Assistance Program (EAP)

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