HR Business Partner

Centific•Redmond, WA

23d

About The Position

Centific is a frontier AI data foundry that curates diverse, high-quality data, using our purpose-built technology platforms to empower the Magnificent Seven and our enterprise clients with safe, scalable AI deployment. Our team includes more than 150 PhDs and data scientists, along with more than 4,000 AI practitioners and engineers. We harness the power of an integrated solution ecosystem—comprising industry-leading partnerships and 1.8 million vertical domain experts in more than 230 markets—to create contextual, multilingual, pre-trained datasets; fine-tuned, industry-specific LLMs; and RAG pipelines supported by vector databases. Our zero-distance innovation™ solutions for GenAI can reduce GenAI costs by up to 80% and bring solutions to market 50% faster. Our mission is to bridge the gap between AI creators and industry leaders by bringing best practices in GenAI to unicorn innovators and enterprise customers. We aim to help these organizations unlock significant business value by deploying GenAI at scale, helping to ensure they stay at the forefront of technological advancement and maintain a competitive edge in their respective markets. About Job Job Description: Senior HR Business Partner About the Role The Senior HR Business Partner (Level P4). In this role, you will directly support multiple senior leaders, businesses, and/or operating regions, looking around corners to identify and manage large-scale HR initiatives independently. Your primary objective is to increase the organizational health, culture, and capability of your client groups by designing and executing systemic human resources strategies. While this role spans the full spectrum of HR business partnering, this specific position places a heavy emphasis on Organizational Development (OD), Change Leadership, and Design. You will combine deep business acumen with advanced consulting, diagnostics, and data analysis to architect scalable organizational structures, shape corporate culture, and build sustainable talent pipelines that align with the company’s long-term global growth strategy. You will partner seamlessly with central Teams and Centers of Excellence (COEs)—including Recruiting, Compensation, Legal, and Talent Management—serving as a powerful champion for your business's operational needs.

Requirements

Level P4
Directly support multiple senior leaders, businesses, and/or operating regions
Identify and manage large-scale HR initiatives independently
Increase the organizational health, culture, and capability of client groups by designing and executing systemic human resources strategies
Heavy emphasis on Organizational Development (OD), Change Leadership, and Design
Combine deep business acumen with advanced consulting, diagnostics, and data analysis
Architect scalable organizational structures, shape corporate culture, and build sustainable talent pipelines that align with the company’s long-term global growth strategy
Partner seamlessly with central Teams and Centers of Excellence (COEs)—including Recruiting, Compensation, Legal, and Talent Management
Serve as a powerful champion for business's operational needs
Consult with senior managers to diagnose the root causes of complex organizational issues, applying behavioral and systematic interventions to improve overall team effectiveness
Apply a deep understanding of Centific’s Leadership Principles and values when consulting with employees and managers on performance management, coaching plans, team dynamics, and promotions
Act as a trusted coach to senior leaders and managers of all levels
Personally lead the strategic onboarding of new directors and executives
Independently manage, document, and resolve highly complex or sensitive workplace investigations in strict consultation with management and legal teams
Lead the development of compliance initiatives and related change management plans
Partner with Finance, Recruiting, and business leaders on Annual Plan headcount budgets and tracking
Approve new requisitions while verifying appropriate role types, leveling, and strict compliance with the organization design plan
Facilitate and lead multiple department or group-level talent reviews
Ensure senior managers remain accountable for talent discussion outcomes, succession planning, and forward-looking promotions at the Senior Manager and Director levels
Partner with Talent Acquisition to interpret hiring data, build talent assessment capabilities within the business, coach managers on the bar-raising recruiting process, and recommend hyper-localized or regional sourcing strategies
Oversee internal compensation metrics, manage individual compensation exceptions, and drive organizational consistency to ensure total rewards programs balance internal equity with market competitiveness

Nice To Haves

Looking around corners to identify and manage large-scale HR initiatives independently
Design, architect, and execute comprehensive change management and localized communication frameworks for massive organizational shifts and restructures
Ensure smooth transitions and minimized friction across diverse regions
Analyze annual business strategies, metrics, and performance measurements (Annual Plans/KPIs) to provide data-driven feedback, prioritize tasks, and proactively establish matching HR performance goals
Shape corporate culture, and build sustainable talent pipelines that align with the company’s long-term global growth strategy
Identify systemic gaps, and implement targeted interventions to close them
Build scalable strategies that ensure deep adoption of these values across all businesses and sites
Model elite leadership behaviors, increasing their leadership capability
Regularly monitor key organizational metrics and employee engagement data (including surveys, attrition, time/attendance, and LOA) to look for internal and external patterns, trends, or risks
Proactively use this data to influence leadership on recommended actions
Look ahead at legislative shifts to systematically integrate new employment laws into internal HR policies and practices

Responsibilities

Identify complex structural and organizational needs across multiple client groups. Lead design discussions with senior leaders to shape business capability, manage global/market expansions, and optimize structures for future scale.
Design, architect, and execute comprehensive change management and localized communication frameworks for massive organizational shifts and restructures, ensuring smooth transitions and minimized friction across diverse regions.
Analyze annual business strategies, metrics, and performance measurements (Annual Plans/KPIs) to provide data-driven feedback, prioritize tasks, and proactively establish matching HR performance goals.
Consult with senior managers to diagnose the root causes of complex organizational issues, applying behavioral and systematic interventions to improve overall team effectiveness.
Partner closely with business, site, or regional leadership to actively shape organization culture, identify systemic gaps, and implement targeted interventions to close them.
Apply a deep understanding of Centific’s Leadership Principles and values when consulting with employees and managers on performance management, coaching plans, team dynamics, and promotions. Build scalable strategies that ensure deep adoption of these values across all businesses and sites.
Act as a trusted coach to senior leaders and managers of all levels, modeling elite leadership behaviors, increasing their leadership capability, and personally leading the strategic onboarding of new directors and executives.
Regularly monitor key organizational metrics and employee engagement data (including surveys, attrition, time/attendance, and LOA) to look for internal and external patterns, trends, or risks. Proactively use this data to influence leadership on recommended actions.
Oversee the positive employee relations strategy. Independently manage, document, and resolve highly complex or sensitive workplace investigations in strict consultation with management and legal teams.
Lead the development of compliance initiatives and related change management plans. Look ahead at legislative shifts to systematically integrate new employment laws into internal HR policies and practices.
Partner with Finance, Recruiting, and business leaders on Annual Plan headcount budgets and tracking. Approve new requisitions while verifying appropriate role types, leveling, and strict compliance with the organization design plan.
Facilitate and lead multiple department or group-level talent reviews, ensuring senior managers remain accountable for talent discussion outcomes, succession planning, and forward-looking promotions at the Senior Manager and Director levels.
Partner with Talent Acquisition to interpret hiring data, build talent assessment capabilities within the business, coach managers on the bar-raising recruiting process, and recommend hyper-localized or regional sourcing strategies.
Oversee internal compensation metrics, manage individual compensation exceptions, and drive organizational consistency to ensure total rewards programs balance internal equity with market competitiveness.