Senior HR Business Partner
About The Position
The Senior HR Business Partner serves as a strategic talent partner to Curriculum Associates functional leadership. The role helps business leaders understand the implications of talent strategy, shape workforce plans, and guide workforce redesign in alignment with business goals and a culture of high performance and belonging. It supports organization- and role-based transformations as the market and company evolve, contributes to employee engagement, and participates in cross-functional HR projects and initiatives that advance the company’s people priorities. The position partners with an assigned business unit on talent management, workforce planning, succession management, capability development, organizational design, role and skill evolution, employee relations, and change. It uses talent data and analytics to inform decisions, collaborates with People & Culture teams and Centers of Excellence, and drives adoption of AI-powered tools and self-service platforms.
Requirements
- 10 or more years of progressive HR experience, focused on talent management, organizational design, or HR business partnering.
- Proven experience partnering with senior leaders on workforce planning, succession, and organizational change.
- Experience supporting workforce redesign, restructuring, or organizational transformation.
- Experience handling complex employee relations issues, including investigations and escalations.
- Experience leading or contributing to cross-functional HR projects and initiatives.
- Ability to use data and analytics to generate insights and inform strategic decisions.
- Proven ability to build and maintain relationships with senior business leaders and cross-functional stakeholders.
- Deep knowledge of talent management, workforce planning, organizational design, and change management principles.
- Demonstrated ability to advise leaders on talent strategy implications and guide workforce redesign.
- Sound judgment in navigating complex employee relations cases and balancing business needs, risk, and fairness.
- Ability to manage cross-functional projects and drive results through influence and collaboration.
- Strong influencing and communication skills, including the ability to align diverse stakeholders and collaborate with organizational peers.
Responsibilities
- Serve as the primary strategic HR partner for an assigned business unit, aligning talent strategy with business objectives.
- Partner with senior leaders on workforce planning, succession management, and capability development.
- Advise leaders on the effects of talent decisions on capacity, capability, cost, culture, and employee experience, promoting equitable decisions that support long-term business goals.
- Partner with business leaders and Centers of Excellence on talent initiatives, including high-potential identification, leadership development, and performance management.
- Help roll out and execute people programs, such as compensation and performance management, tailoring them to the assigned function’s needs with Centers of Excellence.
- Use talent data and analytics to identify insights, anticipate risks, and inform strategic decisions.
- Support workforce redesign, including organizational design, role and skill evolution, and team structure strategies.
- Help leaders assess how changes in strategy, technology, and AI affect work, required skills, and team structures.
- Translate business challenges into scalable talent solutions that improve organizational effectiveness.
- Guide leaders and teams through change, including planning, communication, and adoption.
- Support the business unit on complex and escalated employee relations issues, balancing business needs with risk mitigation and fairness.
- Partner with HR Advisors, Legal, and Centers of Excellence to resolve escalated cases and identify broader talent or organizational trends.
- Ensure talent practices comply with employment laws and internal policies.
- Collaborate with the broader People & Culture team, including Centers of Excellence and HR Advisors, to deliver cohesive HR programs and a consistent business-unit experience.
- Lead or contribute to cross-functional HR projects and initiatives, including talent programs, workforce planning, and organizational change.
- Drive adoption and effective use of AI-powered tools and self-service platforms to improve efficiency and the employee experience.
Benefits
- Medical insurance for benefit-eligible employees and their families
- Dental insurance for benefit-eligible employees and their families
- Vision insurance for benefit-eligible employees and their families
- Basic life insurance for benefit-eligible employees and their families
- Company 401(k) plan with employer match
- Flexible vacation and sick policy
- Twelve paid holidays
- Winter office closure between Christmas and New Year's
- Eligibility to participate in the company bonus plan
- Additional perks and benefits
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What This Job Offers
Job Type
Full-time
Career Level
Senior
Education Level
No Education Listed
