Senior HRBP Manager, Marketing & Communications

ServiceNow•West Palm Beach, FL

About The Position

As an HR Business Partner for ServiceNow’s Marketing & Communications (MarCom) organization, this role partners with leaders to understand business priorities and deliver talent and workforce strategies that drive measurable results. The position focuses on building and managing high-performing teams and helping shape how MarCom works and learns as AI changes the nature of work. The role examines how work is performed, identifies inefficiencies, and redesigns workflows and operating models to support the organization’s future vision. It also helps establish the culture, practices, and capabilities needed for an AI-native MarCom function, while advancing learning and upskilling. The Senior HRBP Manager leads performance and development cycles, uses people and operational data to identify risks and organizational effectiveness issues, and partners with People subject matter experts to deliver scalable solutions. The role advises leaders on organizational design, workforce planning, culture, engagement, and changes in how responsibilities are distributed between people and AI.

Requirements

At least 8 years of professional experience in talent strategy, organizational effectiveness, or relevant business experience.
A business operator’s mindset, with the ability to understand how organizational decisions affect business delivery and navigate 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 use data to benchmark performance, interpret people analytics and operational metrics, identify patterns, and recommend solutions.
Direct coaching and client support experience, with the ability to build trusted partnerships and help leaders navigate complexity.
Understanding of how AI is changing talent, work, and organization design, and a commitment to learning-led cultures and continuous upskilling.
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 collaborate effectively with multiple stakeholder groups.
Strong interpersonal and communication skills, including the ability to build relationships and explain complex changes clearly.
Comfort with ambiguity and independent work, including prioritizing complex issues with limited guidance.
Ability to challenge respectfully, ask difficult questions, and influence decisions using data and clear thinking.

Nice To Haves

Experience working with business functions beyond HR.
Experience supporting a Marketing & Communications organization.

Responsibilities

Understand MarCom’s strategic priorities and constraints, and translate business goals into actionable talent and organizational strategies.
Anticipate how an AI-forward organization and evolving ways of working will affect talent and capability needs.
Help establish the culture, practices, and capabilities that shape how the MarCom function works and learns in an AI era.
Inspect how work is performed, identify inefficiencies and gaps, and redesign workflows and operating models, 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; guide them through restructures, new processes, and scaling.
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 as part of workforce planning.
Drive culture and engagement initiatives across MarCom, ensuring employees feel heard, managers have needed support, and policies are applied consistently.