Senior HRBP Manager & HR Transformation

ServiceNow•West Palm Beach, FL

1d•Remote

About The Position

What you get to do in this role: As the HR Business Partner for the Global People function, you will enable our people organization to deliver on its priorities by translating business needs into clear talent and workforce strategies. You’ll serve as a trusted advisor to senior People leaders worldwide, providing day-to-day HRBP support across org design, employee engagement & development, succession management, and our cyclical HR processes (e.g. performance ratings, compensation reviews, etc.) while ensuring consistent, compliant, and inclusive practices. In close partnership with COEs, you will use insights and data to anticipate risks, strengthen leadership capability, and improve the employee experience within HR itself. This position will also partner with HR leadership to develop and manage a critical transformation imperative: optimizing and modernizing the global HR operating model, shaping how we work, govern, and scale to meet future demands. Working alongside key external partners and internal stakeholders, you will balance “running the business” with “building the future,” driving practical change that makes our global People team more effective, connected, and ready for what’s next. Therefore, you will have the unique focus on driving the following work to support our HR transformation initiatives: Collaborates with key stakeholders to co-create and implement a future-ready, product-oriented HR operating model transformed by platform capabilities. Supports culture change and technology adoption by designing and executing change management strategies that foster an AI-native, learning-led mindset within the People organization. Champions continuous learning by embedding practices that upskill HR teams in AI literacy, product thinking, and data-driven decision-making. You will own specific GP client group(s), serving as their primary HRBP to provide the following support: Partner with Global People leaders to translate business goals—growth, productivity, retention—into actionable talent strategies that drive measurable outcomes. Lead annual performance and development cycles (goal setting, talent reviews, calibrations, succession planning), ensuring consistent and equitable execution across the organization. Use people data—attrition trends, engagement scores, performance patterns, AI assessment insights—to identify risks and recommend targeted interventions. Partner with COEs (Compensation, Benefits, Learning & Development, People Analytics, Talent Acquisition) to design and deliver solutions tailored to business needs and scaled appropriately. Drive culture, organizational effectiveness, and engagement initiatives across the Global People organization, promoting an inclusive employee experience by addressing concerns proactively, elevating manager capabilities, and ensuring consistent application of policies and practices. Advise leaders on organizational design, team structures, roles, and operating models that align with strategic priorities. Guide leaders through change (e.g. restructures, new processes, team scaling) by shaping communication strategies and helping navigate people impacts. Support workforce planning by partnering with leaders to anticipate hiring needs, identify skill gaps, and build succession pipelines for critical roles. Coach managers on core leadership capabilities: delivering feedback, driving engagement, developing talent, and navigating difficult conversations.

Requirements

Experience in leveraging or critically thinking about how to integrate AI into work processes, decision-making, or problem-solving. This may include using AI-powered tools, automating workflows, analyzing AI-driven insights, or exploring AI's potential impact on the function or industry.
Experience in translating business objectives into successful talent strategies and execution plans, including developing global operating models and applying change management best practices.
Strong capability to use data to benchmark, evaluate performance, make informed decisions, determine root causes, and recommend best courses of action.
Direct client support and management coaching experience; experience supporting an HR function is a plus.
Familiarity with AI concepts and their application in HR (e.g., talent acquisition, learning platforms, workforce analytics), and an understanding of HR technology ecosystems and digital platforms.
Proven track record supporting large-scale HR and/or technology transformation initiatives.
Ability to excel at all levels of the HR "stack"—strategic, operational, and tactical—with demonstrated ability to operate effectively across multiple domains and stakeholder groups.
Outstanding interpersonal and communication skills, including problem solving, collaboration and relationship building .
Ability to thrive in an unstructured environment and work independently in an ambiguous, high growth, fast-paced environment while managing multiple complex issues and prioritizing projects concurrently.
Confidence to challenge respectfully to influence business decisions.
Passion for building learning-led cultures and enabling continuous upskilling.

Responsibilities

Enable our people organization to deliver on its priorities by translating business needs into clear talent and workforce strategies.
Serve as a trusted advisor to senior People leaders worldwide, providing day-to-day HRBP support across org design, employee engagement & development, succession management, and our cyclical HR processes (e.g. performance ratings, compensation reviews, etc.) while ensuring consistent, compliant, and inclusive practices.
Use insights and data to anticipate risks, strengthen leadership capability, and improve the employee experience within HR itself.
Partner with HR leadership to develop and manage a critical transformation imperative: optimizing and modernizing the global HR operating model, shaping how we work, govern, and scale to meet future demands.
Collaborates with key stakeholders to co-create and implement a future-ready, product-oriented HR operating model transformed by platform capabilities.
Supports culture change and technology adoption by designing and executing change management strategies that foster an AI-native, learning-led mindset within the People organization.
Champions continuous learning by embedding practices that upskill HR teams in AI literacy, product thinking, and data-driven decision-making.
Partner with Global People leaders to translate business goals—growth, productivity, retention—into actionable talent strategies that drive measurable outcomes.
Lead annual performance and development cycles (goal setting, talent reviews, calibrations, succession planning), ensuring consistent and equitable execution across the organization.
Use people data—attrition trends, engagement scores, performance patterns, AI assessment insights—to identify risks and recommend targeted interventions.
Partner with COEs (Compensation, Benefits, Learning & Development, People Analytics, Talent Acquisition) to design and deliver solutions tailored to business needs and scaled appropriately.
Drive culture, organizational effectiveness, and engagement initiatives across the Global People organization, promoting an inclusive employee experience by addressing concerns proactively, elevating manager capabilities, and ensuring consistent application of policies and practices.
Advise leaders on organizational design, team structures, roles, and operating models that align with strategic priorities.
Guide leaders through change (e.g. restructures, new processes, team scaling) by shaping communication strategies and helping navigate people impacts.
Support workforce planning by partnering with leaders to anticipate hiring needs, identify skill gaps, and build succession pipelines for critical roles.
Coach managers on core leadership capabilities: delivering feedback, driving engagement, developing talent, and navigating difficult conversations.