Leadership Roles | Strategic HR Professional | Talent Strategist

Strategic HR Leader

The role of the Senior Human Resources Business Partner is to drive organizational effectiveness, employee engagement, and inclusive talent practices globally.

• Leverage strategic thinking and execution to develop and implement company-wide people strategies that align with business goals and cultural values.
• Oversee the full People function, spanning HR policy and compliance, people systems and processes, and recruitment strategy.
• Partner closely with business leaders across departments and geographies to ensure seamless integration of people operations.
• Maintain a deep understanding of employment law, policy development, and HR best practices across jurisdictions.
• Collaborate with managers and senior management to establish global business priorities and drive next-phase people strategy.

Key Responsibilities:

• People Strategy: Develop and execute company-wide people strategies that support organizational growth and transformation.
• Operational Management: Provide quality services across the full range of the People portfolio, including recruitment, onboarding, offboarding, learning and development, performance management, reward and benefits, global mobility, staff support, well-being, employee relations, and data compliance.
• Policy Development: Review, refine, and update HR policies to meet the company's needs, responding to changes in law and regulations and supporting the People Strategy.
• Organizational Development: Champion a culture of performance and people management through regular, quality feedback and team development initiatives.
• Budget Management: Manage annual budgets effectively, ensuring value for money through efficient spending.
• Change Management: Support the business through HR-related changes, building relationships and developing coalitions of support, effective planning, and exceptional communication.

Core Competencies:

• Strategic Thinking & Execution
• Cross-Functional Leadership
• Global HR Compliance & Risk Management
• Talent Strategy & Workforce Planning
• Operational Excellence in People Systems & Processes
• Inclusive Culture & Engagement Design
• Coaching & Change Enablement

Requirements:

• A Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field is preferred but not required.
• Professional certifications such as SHRM-SCP, SPHR, or equivalent regional credentials are valued but not mandatory.
• 10+ years of progressive experience in People leadership roles, including managing HR, People Ops, and Recruiting functions.
• Demonstrated experience in scaling people infrastructure in global and/or high-growth environments.
• Strong analytical, interpersonal, and leadership skills with a bias toward action and results.
• Familiarity with people systems (e.g., Workday, Greenhouse, Lattice) and data-driven decision making.

About this Role:

This position requires a strategic thinker with strong leadership and operational skills to drive organizational effectiveness and employee engagement. The ideal candidate will have extensive experience in People leadership and a proven track record of success in scaling people infrastructure in global and/or high-growth environments.

Why This Role Matters:

This role plays a critical part in shaping the company culture and driving business outcomes through effective people operations. The successful candidate will be responsible for leading cross-functional teams, developing and implementing company-wide people strategies, and maintaining a deep understanding of employment law and HR best practices.

What We Offer:

We offer a competitive compensation package, comprehensive benefits, and opportunities for professional growth and development. Our core values include embracing challenges, building for everyone, acting boldly with confidence, continuous learning, and building trust.

EEO Statement:

We are committed to fostering a diverse and inclusive work environment. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, physical or mental disability, age, veteran status, or any other legally protected basis.