Sr. HR Business Partner

Asurion•Smyrna, GA

23h

About The Position

The Sr HR Business Partner serves as a strategic advisor and operator to senior leaders, accountable for translating business strategy into talent outcomes. This role partners with leaders across technology, information security, physical security, and enterprise services to align people strategies with complex, high-impact business priorities. The role drives workforce planning, organization effectiveness, and leadership capability to improve performance, productivity, and engagement. It operates with a strong bias for action, balancing strategic thinking with hands-on execution across the full employee lifecycle. Success in this role requires influencing without authority, using data to drive decisions, and taking ownership for outcomes. The Sr HRBP is expected to challenge thinking, remove friction, and implement solutions that scale in environments that require balancing speed, risk, and compliance.

Requirements

Expertise in organization design and operating model effectiveness.
Demonstrated Workforce planning, headcount modeling, and productivity analysis.
Advanced employee relations and investigations proficiency.
HR analytics and dashboard interpretation with ability to translate insights into action.
Performance management frameworks and talent calibration practices.
Employment law and policy application knowledge.
Working knowledge of AI tools and applications in HR and business workflows, with ability to identify use cases, assess impact, and support responsible implementation and adoption.
Demonstrates a strong bias for execution, producing high-quality, tangible work product (presentations, analyses, and AI-enabled outputs) that drives clarity, decision-making, and results.
Influences senior stakeholders and drives decisions without direct authority.
Builds trust quickly and maintains credibility in complex environments.
Demonstrates strong business acumen and connects talent strategies to business outcomes.
Operates with ownership and a strong bias for action.
Navigates ambiguity and competing priorities with clarity and focus.
Communicates with precision and executive presence.
Exercises sound judgment in highly sensitive and confidential situations.
Challenges constructively and pushes for better outcomes.
Bachelor’s degree in HR, Business, or related field.
10+ years of progressive HR experience, including senior-level business partnering.
Experience supporting senior leadership teams in complex or matrixed organizations.
Demonstrated ownership of talent outcomes tied to business performance.
Experience leading organization change and workforce strategy.
Professional HR certification strongly preferred.

Nice To Haves

Master’s degree in HR, Business, or related field.
Experience supporting technology, cybersecurity, or infrastructure organizations.
Experience supporting Vice President or equivalent leadership teams.
Experience in regulated, risk-sensitive, or security-focused environments.
Experience in multi-site, frontline, or operations-heavy organizations.
Experience in high-growth or transformation-focused environments.
SHRM-SCP or SPHR certification.

Responsibilities

Translate business priorities into clear workforce and talent strategies.
Diagnose organizational effectiveness issues and lead organization design efforts.
Own workforce planning, including headcount strategy, productivity, and cost alignment.
Lead talent reviews, succession planning, and leadership development actions.
Partner with leaders to drive performance management, accountability, and differentiation.
Guide complex employee relations matters with sound judgment and risk alignment.
Lead change initiatives from strategy through execution, including communication and adoption.
Use HR data and insights to identify trends, inform decisions, and measure impact.
Remove organizational friction and improve ways of working across teams.
Partner with senior leadership on technical workforce strategy, including critical skill identification, build versus buy decisions, and retention of key talent.
Support security and risk-sensitive functions with strong alignment to compliance, confidentiality, and governance expectations.
Drive leadership effectiveness across a mix of technical and operational leaders.
Drive adoption of AI-enabled tools and workflows across supported functions, identifying opportunities to automate work, enhance decision-making, and improve productivity while ensuring responsible and compliant use.