Sr. People Partner

Independence Pet Group•Chicago, IL

About The Position

Independence Pet Holdings is a corporate holding company established in 2021, managing a diverse portfolio of pet health brands and services across North America. We aim to simplify the pet parenting journey and improve pet well-being. The People Partner, Senior Manager is an individual contributor role serving as a strategic advisor to senior leaders in a fast-paced, matrixed organization undergoing significant transformation. This role aligns people strategies with business priorities, enhances organizational effectiveness, and drives business outcomes through data-informed insights and HR best practices. The individual possesses strong business acumen, leads through change, and collaborates with business leaders and People Team Centers of Excellence (COEs) to deliver scalable, high-impact solutions.

Requirements

10 years of progressive HR experience, including senior HRBP roles
Experience in high-growth, transformative environments
Strong understanding of financials, business operations, and value drivers
Ability to connect HR strategy to impact growth, and operational performance
Advanced capability in interpreting and auditing HR data
Experience using data to influence senior stakeholders and drive decisions
Strong track record leading through complex change and transformation
Exceptional stakeholder management and influencing skills
Ability to balance strategic thinking with hands-on execution
Comfortable operating in fast-paced, evolving environments with shifting priorities

Nice To Haves

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

Responsibilities

Serve as a trusted advisor to executive and senior leadership, translating business strategy into actionable people initiatives.
Build a 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.
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.
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.
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.
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.
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.
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.