Sr HR Business Partner

Edward Jones

1d•Hybrid

About The Position

Do you enjoy serving as a trusted advisor to senior leaders? Are you passionate about helping businesses achieve results through people, talent, and organizational strategies? Do you thrive in a consultative role where you influence executive decision-making and drive workforce solutions aligned to business objectives? If so, this may be the opportunity for you. Our Field Management organization is seeking a Senior Human Resources Business Partner to support the broader Field Management leadership team. In this role, you will serve as a strategic partner and trusted advisor to executive leaders, helping to shape talent, organizational, and workforce strategies that enable business performance and long-term growth. The Senior HRBP plays a critical role in aligning people priorities to business objectives, leading core talent processes, and providing consultative guidance on organizational effectiveness, leadership development, succession planning, workforce planning, associate engagement, and change management. This position requires strong business acumen, executive presence, and the ability to influence outcomes across a complex leadership environment.

Requirements

Change management expertise and background to help leaders navigate complexity and change with confidence.
Ability to leverage data, business acumen, and deep Human Capital expertise to shape talent strategies that enable growth while preserving and strengthening culture.
Organizational design and consultation expertise.
Depth of business acumen and understanding of how to integrate Field, Division, Market, Wealth, and Practice Management priorities and industry best practices.
Minimum Experience: 6-10 Years

Nice To Haves

Demonstrates strong business acumen and understands how talent and workforce strategies enable business outcomes.
Builds trusted relationships with senior leaders and effectively influences decisions across all levels of the organization.
Balances strategic thinking with operational execution and follow-through.
Uses data, insights, and judgment to solve complex organizational and talent challenges.
Navigates ambiguity and change with confidence while maintaining focus on business priorities and associate experience.
Communicates effectively and tailors consultation approaches to diverse stakeholders and leadership audiences.
Preferred Experience: 11-14 Years

Responsibilities

Serve as a trusted, credible advisor to executive leaders, providing strategic counsel on talent, workforce, organizational, and leadership matters that impact business performance.
Partner directly with Field Management and business leadership teams to develop and execute human capital strategies aligned with short- and long-term business objectives.
Lead the delivery and execution of core HR processes, including talent reviews, succession planning, performance management, leadership assessment, associate development, and engagement planning.
Consult with leaders on organizational design, workforce planning, talent movement, role clarity, and capability-building strategies to ensure the organization has the talent needed to achieve business goals.
Use talent, workforce, and business data to identify trends, diagnose organizational challenges, and develop actionable solutions that improve leader effectiveness, associate experience, retention, and organizational health.
Coach and influence leaders on leadership effectiveness, team dynamics, associate development, change leadership, and difficult people-related decisions.
Partner with Centers of Excellence and HR colleagues to deliver integrated solutions across talent acquisition, compensation, learning, leadership development, employee relations, and organizational effectiveness.
Support key talent decisions, including executive succession planning, readiness assessments, critical role identification, and development planning for high-potential talent.
Lead and consult on organizational changes, team restructures, talent transitions, and business transformation initiatives, ensuring effective change leadership and associate experience outcomes.
Identify risks and opportunities related to talent, culture, and workforce effectiveness, proactively developing mitigation and action plans with business leaders.
Build strong relationships across leadership teams, establishing credibility through deep understanding of the business, workforce, and strategic priorities.