Senior HRBP Manager, Finance & Strategy

ServiceNow•Santa Clara, CA

1h•$165,500 - $289,600

About The Position

The Senior HRBP Manager, Finance & Strategy, is a strategic business partner who builds and enables high-performing organizations. The role works closely with Finance & Strategy leaders to understand business priorities, challenges, operating models, and future growth plans, then translates those insights into workforce, talent, and organizational strategies that deliver business outcomes. The position helps leaders assess how AI, automation, and emerging technologies are changing work. It advises on workflow redesign, operating models, how work is shared between people and AI-enabled capabilities, evolving roles and teams, and the skills needed for an AI-first environment. The role also partners with senior leaders on transformation, organizational design, workforce planning, talent decisions, and organizational effectiveness. The Senior HRBP Manager leads annual talent processes, uses people and business data to identify trends and risks, and works with HR Centers of Excellence to deliver scalable solutions. It supports change adoption and sustained transformation, advises on future-state organizational structures and capabilities, and contributes to modern, AI-forward people practices while fostering an inclusive, high-performance culture.

Requirements

8+ years of experience in Human Resources, talent strategy, organizational effectiveness, strategy, operations, consulting, or a related business function.
Proven experience partnering with senior leaders to solve complex business challenges and drive workforce and organizational strategies.
Strong business acumen and ability to balance people, operational, and financial considerations.
Experience leading large-scale organizational transformation, operating-model redesign, workforce modernization, or strategic change initiatives.
Understanding of how AI is transforming work, workforce planning, organizational design, and talent strategy, and ability to guide leaders through these changes.
Strong analytical skills and ability to use people analytics and business data to identify trends, recommend actions, and influence decisions.
Exceptional influence and change-management capabilities, including a proven ability to drive adoption and behavioral change across organizations.
Ability to move between strategic thinking and hands-on execution in a fast-paced, evolving environment.
Outstanding relationship-building, communication, coaching, and stakeholder-management skills.
Experience working in large, complex, matrixed organizations and navigating multiple stakeholder groups.
Comfort operating in ambiguity and helping leaders create clarity in rapidly changing environments.
Ability to respectfully challenge, ask difficult questions, and influence decisions through thoughtful insights, data, and business perspective.

Nice To Haves

Experience supporting Finance, Strategy, Corporate Functions, Business Operations, or other highly analytical business organizations.
Experience in strategy, consulting, business operations, organizational effectiveness, workforce transformation, or change-management environments.

Responsibilities

Understand Finance & Strategy priorities, business challenges, and operating objectives, and translate business goals into workforce, talent, and organizational strategies.
Advise senior leaders on growth, transformation, organizational design, talent decisions, and changing workforce needs.
Assess how AI, automation, and emerging technologies are changing work; identify opportunities to redesign workflows, optimize operating models, and rethink how work is shared between people and AI-enabled capabilities.
Lead workforce planning by anticipating capability needs, identifying skill gaps, developing succession plans, and preparing the organization for long-term success.
Lead annual talent processes, including performance management, talent reviews, succession planning, calibrations, leadership assessments, and development planning.
Analyze people and business data to identify trends, organizational risks, and opportunities involving engagement, performance, retention, productivity, and workforce readiness; develop data-informed recommendations and action plans.
Partner with Compensation, Benefits, Talent Acquisition, People Analytics, Learning & Development, and other Centers of Excellence to deliver scalable solutions aligned with business priorities.
Influence leaders through change and transformation initiatives, supporting adoption of new ways of working and ensuring organizational change is embedded and sustained.
Advise on organizational structure, role design, team effectiveness, and operating-model evolution, including future-state organizational needs and capabilities.
Contribute to innovative people practices, talent strategies, and operating models that support a modern, AI-forward HR function and can scale across the enterprise.
Foster an inclusive, high-performance culture in which employees feel engaged, supported, and empowered.