Sr. HR Business Partner

Asurion•Smyrna, GA

About The Position

The Senior Human Resources Business Partner owns the strategic HR plan for Corporate Functions, including Finance and Legal, and advises leaders at all levels on talent, employee relations, leadership development, organizational design, and compensation. In a complex environment of continuous change, the role diagnoses organizational problems, designs solutions, and leads changes through adoption. The Sr. HRBP is the principal HR partner to leadership teams reporting to the Chief Financial Officer and General Counsel. The client groups span Accounting, FP&A, Tax, Treasury, Procurement, Internal Audit, Investor Relations, Real Estate, Legal, Compliance, Privacy, Regulatory, and Risk. The role also contributes to enterprise-wide HR initiatives beyond its client group.

Requirements

Bachelor of Science or Bachelor of Arts in Human Resources, Organizational Development, or a related field.
At least 8 years of progressive experience in Human Capital or Human Resource Management, including at least 4 years as an HR Business Partner to senior leaders at VP level or above.
Strong orientation toward metrics and data-driven decision-making.
Strong employee relations experience.
Demonstrated discretion and sound judgment handling highly confidential and sensitive information.
Experience leading organizational change, including reorganizations, team transitions, and job architecture or leveling work.
Proficiency accessing and interpreting HRIS data; Workday preferred.
Strong understanding of performance measurement and calibration.
Demonstrated applied use of AI tools in HR work, with judgment about where human ownership is required.
Proficiency with modern collaboration and documentation tools, including Slack, Notion, and Microsoft Office.
Excellent interpersonal and communication skills, including facilitating sessions and presenting complex information to senior audiences.
Ability to balance company, customer, and employee needs, with strong problem-solving, collaboration, coaching, influencing, and facilitation skills.
Ability to produce results in a high-volume, fast-paced environment; preferably in a Fortune 1000 company.

Nice To Haves

MBA or master’s degree in Management or Organization Development.
PHR, SPHR, or GPHR certification.
Formal change management training or certification.
Experience supporting finance, accounting, legal, or compliance populations, including credentialed professionals.

Responsibilities

Diagnose organizational issues; design solutions; and manage change initiatives, including cross-functional team transitions and leader-readiness plans.
Use engagement survey data, stay interviews, and other human-capital metrics to develop retention and engagement strategies, particularly for credentialed and specialized talent.
Partner with talent development teams to shape and deliver leadership development for the client group.
Lead or support annual workforce planning, including client-specific recruiting needs and spans-and-layers targets.
Lead or support the annual performance management cycle, including goal setting, ratings calibration, and performance coaching.
Lead or support annual rewards processes, including merit, bonus, recognition, and equity.
Partner with Total Rewards on market positioning and pay decisions for specialized and credentialed roles.
Lead or support talent review, promotion, and succession processes, including for Sr. Manager+ and critical-role populations.
Drive adoption of Finance and Legal career frameworks and title architecture, including professional career tracks, job-description accuracy, leveling decisions, and leader and employee enablement on career expectations.
Coach senior leaders on the people implications of decisions and build trust so HR is involved early.
Lead or support engagement and belonging efforts, including remote-inclusive practices.
Partner with leaders on capacity planning and employee well-being during cyclical peak periods, including close periods, earnings, audits, regulatory filings, transactions, and litigation.
Manage client-specific measurement and reporting for priority people and organization metrics.
Manage headcount requests and approvals, and partner with recruiting on candidate selection.
Partner with internal communications on function-specific communications.
Handle employee relations issues not addressed by the Employee Relations team, including issue resolution, employee and management counseling, and performance improvement.
Exercise discretion with confidential personnel and business matters and manage the dual relationship with Employment Law, Compliance, and Internal Audit colleagues who are both client-group employees and HR advisors.
Work with HR Analytics to incorporate hiring, attrition, and workforce data into business decisions.
Represent Corporate Functions (Finance and Legal) in HR planning sessions and enterprise initiatives.
Lead or contribute to HR-wide programs that scale beyond the client group, such as career-framework rollout, talent-review design, and stay-interview programs.
Build reusable HR assets and documentation that strengthen the broader HRBP team.
Lead project teams of HR peers on selected function-specific or multi-function initiatives.