Senior HR Business Partner

PUMA•Boston, MA

2d•$86,600 - $122,900

About The Position

YOUR MISSION The Senior HR Business Partner reports to the Senior Director HR and serves as a strategic partner and end‑to‑end owner of the full employee lifecycle for designated business groups. This role builds strong relationships with leaders, drives talent, advises on organizational design, and ensures an exceptional employee experience. The HR Business Partner provides expert guidance in employee relations, talent management, learning, and workforce planning. Acting as a proactive, solutions‑focused partner, the Senior HR Business Partner helps shape a high‑performing team and a future-ready organization. Serve as a strategic, end-to-end HR partner by owning the full employee lifecycle for assigned business groups—covering attraction, onboarding, development, performance, engagement, and transition Build strong relationships with key stakeholders and leaders for responsible corporate teams Translate global HR strategy and CoE standards into regional priorities and plans Provide effective, creative, and objective employee relations support through coaching, policy interpretation, progressive disciplinary action, and incident investigation Guide managers through the talent management process to ensure consistency, clarity, and achievable action plans Identify learning opportunities for employees to offer ongoing development Support respective functional teams with headcount planning and recruiting Analyze HR metrics to assess and communicate the effectiveness of people management practices including talent management, recruiting, employee relations, retention and turnover Oversee immigration cases; visa, PERM and renewals in partnership with external legal counsel. Ensure compliance with HR-related federal, state, local and company rules and regulations by staying abreast of general and common regulations and legal resources; contribute to the development of compliance components of policies and programs Participate in HR projects related to employee experience, organizational effectiveness, and process improvement

Requirements

Bachelor’s degree in Business, Human Resources, or a related field (or equivalent combination of experience)
Minimum 8+ years of progressive HR experience across multiple disciplines like workforce planning, talent acquisition, talent management and career development
Demonstrated experience in supporting organizational design, transformation and change management
Strong knowledge of US and Canada labor law and HR best practices
Exceptional relationship‑building skills with the ability to influence, coach, and partner at all levels using a collaborative and empathetic approach
High level of business and people acumen, with the ability to diagnose needs, recommend solutions, and drive outcomes
Outstanding communication skills required
Detail‑oriented with strong analytical, problem‑solving, and decision‑making skills
Thrives in fast-moving, dynamic environments; capable of managing multiple priorities while delivering high-quality results
Self-starter with proven ability to work independently
Results-oriented and comfortable working within tight timeframes and evolving business expectations

Responsibilities

Serve as a strategic, end-to-end HR partner by owning the full employee lifecycle for assigned business groups—covering attraction, onboarding, development, performance, engagement, and transition
Build strong relationships with key stakeholders and leaders for responsible corporate teams
Translate global HR strategy and CoE standards into regional priorities and plans
Provide effective, creative, and objective employee relations support through coaching, policy interpretation, progressive disciplinary action, and incident investigation
Guide managers through the talent management process to ensure consistency, clarity, and achievable action plans
Identify learning opportunities for employees to offer ongoing development
Support respective functional teams with headcount planning and recruiting
Analyze HR metrics to assess and communicate the effectiveness of people management practices including talent management, recruiting, employee relations, retention and turnover
Oversee immigration cases; visa, PERM and renewals in partnership with external legal counsel.
Ensure compliance with HR-related federal, state, local and company rules and regulations by staying abreast of general and common regulations and legal resources; contribute to the development of compliance components of policies and programs
Participate in HR projects related to employee experience, organizational effectiveness, and process improvement