Sr. HR Business Partner

Horizon Blue Cross Blue Shield of New Jersey•Newark, NJ

About The Position

The Senior Human Resources Business Partner (Senior HRBP) is a strategic, influential advisor responsible for shaping and executing people strategies that enable business performance, organizational effectiveness, and a strong culture of engagement. Serving as a trusted partner to senior leaders, the Senior HRBP provides thought leadership in organizational design, talent planning, change leadership, and complex employee relations. This position plays a critical role in aligning HR strategy with business goals while ensuring consistent and high-quality employee experience across the organization.

Requirements

Bachelor’s degree in human resources, Business Administration, Organizational Development, or related field.
7–10+ years of progressive HR experience, including significant time in an HR Business Partner or consultative HR role.
Expertise in organizational design, change management, talent planning, and complex employee relations.
Demonstrated ability to influence and coach senior leaders.
Strong business acumen and ability to interpret data to drive decisions.

Nice To Haves

Master’s degree or advanced HR certification (SPHR, SHRM-SCP).
Experience in a matrixed, multi-site, or regulated environment.
Prior experience supporting senior executives or large-scale business units.

Responsibilities

Strategic Business Partnership Serve as a senior-level advisor to executives and business leaders, providing guidance on workforce planning, organizational strategy, team effectiveness, and leadership capability.
Deeply understand the business’s goals, operating model, and challenges to develop integrated people solutions that accelerate performance.
Use analytics, trend data, and insight-driven decision-making to proactively identify opportunities and mitigate risks.
Organizational Effectiveness & Workforce Planning Lead organizational design efforts, including structure assessments, capability mapping, role clarity, and change impact analysis.
Partner with business leaders to forecast talent needs and ensure the workforce is aligned to short- and long-term business plans.
Facilitate discussions that elevate team dynamics, trust-building, leadership effectiveness, and cross-functional collaboration.
Talent Management & Leadership Development Drive the talent lifecycle, including succession planning, performance management, leadership pipeline development, and high-potential identification.
Coach executives and people leaders to enhance leadership competencies, strengthen decision-making, and elevate team performance.
Partnership closely with Learning & Development to design or deploy targeted development experiences.
Employee Relations & Culture Stewardship Provide advanced guidance on complex employee relations matters, partnering with Legal and Employee Relations as needed.
Promote and reinforce an inclusive culture where employees feel valued, supported, and connected to the mission.
Support leaders in navigating change with transparency, empathy, and clear communication.
Program Integration & HR Excellence Collaborate with Centers of Excellence (COEs) such as Talent Acquisition, Total Rewards, Inclusion, Opportunity & Talent Development, and HR Operations to deliver seamless HR solutions.
Ensure strong execution of HR programs, processes, and policies across the supported business areas.
Drive consistency, equity, and fairness in all people-related decisions.