Sr HR Business Partner

Senior HR Business Partner

Position Overview

The Senior HR Business Partner (Sr. HRBP) serves as a strategic advisor and trusted partner to business leaders, enabling a highperforming, engaged, and futureready workforce. This role integrates deep HR expertise with a strong understanding of business operations to drive organizational effectiveness, talent priorities, leadership capability, and culture within assigned business and functional areas, aligned to enterprise HR strategy. The Sr. HRBP collaborates with HR Centers of Excellence (COEs), HR Strategy, and business leadership to implement people programs and solutions that align with short and mediumterm business priorities while providing insight on longerterm workforce needs and trends.

Key Responsibilities

Talent & Workforce Planning

• Partner with functional and senior leaders to execute and adapt people strategies that support business goals, workforce planning, and capability building.
• Assess workforce trends (capacity, skills, attrition, internal movement) and partner with Talent Acquisition and Workforce Planning to address resourcing requirements.
• Support succession planning by identifying emerging talent and enabling development plans for critical roles within the business/function.

Leader Support & Coaching

• Coach managers on performance management, employee development, and engagement practices, including support with performance improvement and corrective action when needed.
• Provide practical guidance, tools, and templates that help leaders build stronger team capability and apply consistent people practices.
• Provide targeted coaching and coordinate training to enhance leadership capability and organizational effectiveness.

Organizational Effectiveness & Change Support

• Partner on organizational design efforts within assigned business areas to improve role clarity, decision rights, efficiency, and scalability, providing recommendations aligned to enterprise frameworks.
• Drive and execute peoplerelated components of change initiatives (restructures, job redesign, outsourcing, workforce transitions) in partnership with COEs.
• Support change adoption through implementation planning, leader guidance, employee communications, and feedback loops.

Employee Relations & Culture

• Serve as a strategic advisor for complex employee relations matters.
• Provide guidance and thought partnership to leaders on employee relations matters; manage investigations, documentation, and corrective action processes, escalating complex issues as needed.
• Champion a positive, inclusive culture and advise leaders on engagement and workplace practices.
• Partner with COEs to manage sensitive ER issues, ensuring compliance and risk mitigation.

Policy, Compliance & Risk Management

• Identify gaps or inconsistencies in policy application and partner with HR leadership/COEs to update or implement improved HR policies and guidance.
• Ensure leaders understand and consistently apply policies across their teams.

Total Rewards & Job Architecture

• Collaborate with Compensation partners on job evaluation, benchmarking, and pay recommendations; provide business context and ensure documentation is complete.
• Support localized reward and recognition programs aligned with enterprise reward strategies and provide manager guidance on appropriate use.

Enterprise Strategy Connection (Scope Clarifier)

• Provide businesslevel insights and recommendations to HR leadership that inform the evolution of enterprise people strategy (e.g., recurring themes, workforce risks, capability gaps).

Qualifications

Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or related field (or equivalent experience).

Experience

• 7+ years of progressive HR experience in generalist, business partner, or specialist roles.
• 57 years of experience managing complex employee relations issues.
• Experience supporting employee relations matters and advising leaders on performance and corrective action.
• Experience supporting organizational change initiatives (planning, communication support, implementation).

Knowledge, Skills & Capabilities

• Strong foundational HR knowledge; professional HR certification preferred (e.g., PHR, SHRMCP).
• Ability to influence and partner effectively with midlevel to senior leaders; practical, credible coaching approach.
• Strong analytical and problemsolving skills; able to interpret issues and recommend solutions/best practices.
• Skilled in coaching, change enablement, and organizational effectiveness; works independently with guidance in only the most complex situations.

IBX is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to their age, race, color, religion, sex, national origin, sexual orientation, protected veteran status, or disability.

Must have an Android or iOS device which is compatible with the free Microsoft Authenticator app.