Senior HR Business Partner Job ID 2026-1872

WebMD•Newark, NJ

About The Position

WebMD is seeking a Senior Human Resources Business Partner who is passionate about shaping the future of HR. This role transcends traditional HR partnership by integrating strategic talent leadership with operational excellence, workforce analytics, process optimization, and AI-enabled transformation. The WebMD HR organization is undergoing an evolution from a conventional service model to a strategic, data-driven, and technology-enabled function. We envision the future of HR as a blend of human insight and intelligent automation, aiming to enhance employee experiences, drive stronger leadership outcomes, and deliver measurable business value. If you are motivated by transforming HR operations rather than merely supporting them, we encourage you to apply.

Requirements

Bachelor's degree in Human Resources, Business, Organizational Development, or related field
8+ years of progressive HR Business Partner experience supporting senior leaders
Experience leading organizational change and transformation initiatives
Strong employee relations, coaching, and leadership consulting experience
Demonstrated experience using workforce analytics to influence business decisions
Experience improving business processes through automation or continuous improvement
Strong executive communication and presentation skills

Nice To Haves

Master's degree or MBA
SHRM-SCP or SPHR certification
Experience with HRIS platforms such as Dayforce, Workday, SAP SuccessFactors, Oracle HCM, or UKG
Experience with Power BI, Tableau, Visier, or similar analytics platforms
Experience implementing AI-enabled HR solutions or generative AI tools
Lean Six Sigma or process improvement certification

Responsibilities

Partner with executive and functional leaders to align people strategies with business objectives.
Serve as a trusted advisor on organizational effectiveness, workforce planning, talent management, succession planning, and leadership development.
Coach leaders through organizational change, employee relations matters, performance management, and team effectiveness.
Translate business priorities into practical HR initiatives that improve organizational performance.
Lead initiatives that modernize HR service delivery through process redesign, automation, and digital enablement.
Challenge legacy HR practices and identify opportunities to simplify, standardize, and improve the employee experience.
Apply Lean, Agile, or continuous improvement methodologies to streamline HR operations and eliminate inefficiencies.
Champion scalable, technology-enabled solutions that reduce administrative work while increasing strategic impact.
Leverage workforce data and analytics to identify trends, predict talent risks, and guide leadership decisions.
Develop dashboards and metrics that measure organizational health, talent outcomes, productivity, engagement, and retention.
Present insights and recommendations using data storytelling that influences executive decision-making.
Build a culture where business leaders rely on data—not assumptions—to drive talent decisions.
Identify opportunities to responsibly leverage Artificial Intelligence across HR processes including: Talent acquisition, Performance management, Employee support, Knowledge management, Workforce planning, Learning & development.
Partner with HR Operations, IT, and business stakeholders to evaluate and implement AI-enabled tools.
Establish governance and best practices for ethical, compliant, and effective use of AI within HR.
Drive adoption of digital tools that improve productivity and employee experience.
Partner with leaders to attract, develop, and retain high-performing talent.
Lead succession planning and organizational capability reviews.
Facilitate talent calibration discussions and development planning.
Support leadership effectiveness through coaching, feedback, and development strategies.
Lead organizational change initiatives associated with growth, restructuring, acquisitions, or transformation programs.
Build change management strategies that increase adoption and minimize disruption.
Partner with communications and leadership teams to ensure consistent messaging and stakeholder engagement.
Foster a high-performance, inclusive, and engaging workplace culture.
Analyze employee feedback and engagement data to identify improvement opportunities.
Design initiatives that enhance employee experience across the entire lifecycle.
Ensure compliance with employment laws, company policies, and HR governance standards.
Manage complex employee relations matters with sound judgment and business acumen.
Balance risk management with practical business solutions.