Senior HRBP Manager, Marketing & Communications

ServiceNow•West Palm Beach, FL

About The Position

The Senior HRBP Manager serves as an HR Business Partner for ServiceNow’s Marketing & Communications (MarCom) organization, partnering with leaders to build and manage high-performing teams and deliver business results through talent and workforce strategies. The role immerses itself in business priorities and constraints, then translates goals into actionable organizational and talent strategies. The position focuses on preparing MarCom for an AI-forward future by examining how work gets done, identifying inefficiencies, and redesigning workflows and operating models. The role helps shape the culture, practices, and capabilities needed for the organization to work and learn effectively as AI changes talent needs and the division of responsibilities between people and AI agents. The Senior HRBP Manager leads performance and development processes, uses people and operational data to identify organizational risks and effectiveness issues, and advises leaders on organizational design, workforce planning, succession, restructures, and scaling. The role also partners with People subject-matter experts and drives culture and engagement initiatives across MarCom.

Requirements

At least 8 years of professional experience in talent strategy, organizational effectiveness, or relevant business experience.
A business-operator mindset and ability to understand how organizational decisions affect business delivery, constraints, and trade-offs.
Experience leading large-scale transformation, including building operating models, redesigning processes, or modernizing functions by examining how work is performed.
Ability to manage the gap between the current state and a future vision.
Strong data skills, including interpreting people analytics and operational metrics, benchmarking performance, identifying patterns, and recommending solutions.
Direct coaching and client-support experience, with the ability to build trusted leader partnerships and help leaders navigate complexity.
Understanding of how AI is changing talent, work, and organizational design, and ability to help leaders consider implications for structure and capability.
Proven track record leading large-scale organizational or technology transformation and helping change take hold.
Ability to work across strategic thinking, operational execution, organizational design, and tactical problem-solving, and to collaborate with multiple stakeholder groups.
Outstanding interpersonal and communication skills, including the ability to build relationships and explain complex changes simply.
Comfort with ambiguity and independent work; ability to manage complex issues, prioritize with limited guidance, and work effectively in unstructured environments.
Ability to respectfully challenge ideas, ask difficult questions, and influence decisions using data and clear thinking.

Nice To Haves

Experience working with business functions beyond HR.
Experience relevant to or ideally within a Marketing & Communications organization.
Passion for building learning-led cultures and enabling continuous upskilling.

Responsibilities

Immerse in the business to understand its strategic priorities and constraints.
Partner with leaders to translate business goals into actionable talent and organizational strategies with measurable outcomes.
Anticipate how an AI-forward organization and evolving ways of working change talent and capability needs.
Help shape how an AI-native MarCom function operates, including its culture, practices, and capabilities.
Inspect how work is performed, identify inefficiencies and gaps, and redesign workflows and operating models.
Work with leaders to bridge the gap between current state and future vision, considering human roles and AI agent contributions.
Lead annual performance and development cycles, including goal setting, talent reviews, calibrations, and succession planning, with consistent and equitable execution.
Advance learning and upskilling, including AI literacy and modern operating models.
Use people and operational data to identify risks and organizational effectiveness issues, including patterns in attrition, engagement, performance, and AI readiness, and recommend targeted interventions.
Partner with Compensation, Benefits, Learning & Development, People Analytics, Talent Acquisition, and other subject-matter experts to design and deliver business-appropriate, scalable solutions.
Advise leaders on organizational design, team structures, roles, and operating models as work evolves.
Guide leaders through restructures, new processes, and scaling, including how responsibilities may shift between people and AI.
Support workforce planning by anticipating hiring needs, identifying and closing skill gaps, and building succession pipelines for critical roles.
Consider where AI agents may augment or replace functions.
Drive culture and engagement initiatives across MarCom, ensuring employees feel heard, managers are supported, and policies are applied consistently.