Sr HR Business Partner
JOB CODE
HRN4001
JOB PROFILE NAME (Title)
Sr HR Business Partner
MANAGEMENT LEVEL
6 Senior Manager
DISCIPLINE
Human Resources
REPORTS TO
FSLA CLASSIFICATION
Exempt
POSITION OVERVIEW
The Sr HR Business Partner serves as a strategic advisor and operator to senior leaders, accountable for translating business strategy into talent outcomes. This role partners with leaders across technology, information security, physical security, and enterprise services to align people strategies with complex, high-impact business priorities.
The role drives workforce planning, organization effectiveness, and leadership capability to improve performance, productivity, and engagement. It operates with a strong bias for action, balancing strategic thinking with hands-on execution across the full employee lifecycle.
Success in this role requires influencing without authority, using data to drive decisions, and taking ownership for outcomes. The Sr HRBP is expected to challenge thinking, remove friction, and implement solutions that scale in environments that require balancing speed, risk, and compliance.
ESSENTIAL JOB SKILLS/DUTIES
- Translate business priorities into clear workforce and talent strategies.
- Diagnose organizational effectiveness issues and lead organization design efforts.
- Own workforce planning, including headcount strategy, productivity, and cost alignment.
- Lead talent reviews, succession planning, and leadership development actions.
- Partner with leaders to drive performance management, accountability, and differentiation.
- Guide complex employee relations matters with sound judgment and risk alignment.
- Lead change initiatives from strategy through execution, including communication and adoption.
- Use HR data and insights to identify trends, inform decisions, and measure impact.
- Remove organizational friction and improve ways of working across teams.
- Partner with senior leadership on technical workforce strategy, including critical skill identification, build versus buy decisions, and retention of key talent.
- Support security and risk-sensitive functions with strong alignment to compliance, confidentiality, and governance expectations.
- Drive leadership effectiveness across a mix of technical and operational leaders.