Senior HRBP, Corporate Functions

Aptiv•Boston, MA

17h•Onsite

About The Position

The Senior HR Business Partner (HRBP) for Corporate Functions is a strategic advisor and trusted partner to senior executives in North America. This role aligns people strategies with business priorities, drives organizational effectiveness, and enables leadership success. Operating as a client-facing HR leader, the HRBP influences talent decisions, leads change initiatives, and ensures workforce readiness for the future. Your Role Strategic Business Partnership Serve as the primary HR advisor to senior executives in Corporate Functions; translate business strategy into clear people priorities and executable HR roadmaps. Shape talent and organization decisions with evidence‑based recommendations; balance enterprise needs with function‑specific realities. Coach senior leaders on talent decisions, team dynamics, and leadership behaviors; elevate leader effectiveness and team cohesion. Organizational Effectiveness & Design Diagnose organization health, role clarity, spans/layers, decision rights, and ways of working; lead org design changes that increase agility and performance. Align structures, capabilities, and processes for scale, especially across North America operations and shared services. Facilitate leader actions from survey insights; close the loop with tangible changes to work environment and practices. Talent Strategy, Development & Workforce Planning Lead talent reviews and succession planning for critical roles; strengthen bench depth and ready‑now leaders. Partner with TA and Talent COEs to ensure workforce plans (build/buy/borrow) meet future skill needs; drive internal mobility and targeted upskilling. Accelerate impact of senior hires through high‑touch onboarding and 90‑day integration plans. HR Operating Excellence (Risk, Compliance & Employee Relations) Proactively manage complex ER matters with judgment and discretion; resolve issues to protect people and business. Ensure compliance with US and Canadian employment laws and Aptiv policies; advise leaders on risk and remediation. Orchestrate seamless delivery with Talent, Rewards, Learning, HR Operations, and Legal; hold yourself and partners to service and impact standards. Continuously simplify HR processes; improve cycle times, clarity, and user experience for leaders and employees. Champion Aptiv’s values; design engagement strategies that measurably improve experience, belonging, and performance.

Requirements

Bachelor’s degree in HR, Business, Organizational Psychology, or related field
8–12 years progressive HR experience, with at least 5 years as an HRBP supporting senior executives in a global, matrixed environment.
Demonstrated impact in org design, succession planning, leader coaching, engagement/action planning, and complex ER.
Proficiency with HR systems (Workday) and workforce analytics; ability to synthesize insights for executives.
Practical knowledge of US multi‑state employment practices and compliance.
Ability to work on site in either Troy, MI or Boston, MA
Must be legally able to work in the U.S. without requirement of any type of visa sponsorship or transfer, now, or at any time in the future

Nice To Haves

Master’s degree (MBA, MS‑HR/OD) or relevant certifications (SHRM‑SCP, SPHR, ICF coaching).
Experience leading people elements of transformations (shared services, digital enablement, operating model changes) or M&A integration.
Familiarity with skills‑based talent approaches, internal mobility frameworks, and leader development.
Comfort with data tools and experiment‑and‑learn methods to validate solutions

Responsibilities

Serve as the primary HR advisor to senior executives in Corporate Functions; translate business strategy into clear people priorities and executable HR roadmaps.
Shape talent and organization decisions with evidence‑based recommendations; balance enterprise needs with function‑specific realities.
Coach senior leaders on talent decisions, team dynamics, and leadership behaviors; elevate leader effectiveness and team cohesion.
Diagnose organization health, role clarity, spans/layers, decision rights, and ways of working; lead org design changes that increase agility and performance.
Align structures, capabilities, and processes for scale, especially across North America operations and shared services.
Facilitate leader actions from survey insights; close the loop with tangible changes to work environment and practices.
Lead talent reviews and succession planning for critical roles; strengthen bench depth and ready‑now leaders.
Partner with TA and Talent COEs to ensure workforce plans (build/buy/borrow) meet future skill needs; drive internal mobility and targeted upskilling.
Accelerate impact of senior hires through high‑touch onboarding and 90‑day integration plans.
Proactively manage complex ER matters with judgment and discretion; resolve issues to protect people and business.
Ensure compliance with US and Canadian employment laws and Aptiv policies; advise leaders on risk and remediation.
Orchestrate seamless delivery with Talent, Rewards, Learning, HR Operations, and Legal; hold yourself and partners to service and impact standards.
Continuously simplify HR processes; improve cycle times, clarity, and user experience for leaders and employees.
Champion Aptiv’s values; design engagement strategies that measurably improve experience, belonging, and performance.